What does “LNDR” mean in Washington employment Law?

Washington is an at-will employment state. That means employers can legally terminate an employee at any time, for almost any reason — or no reason at all.

But even in an at-will state like Washington, employers cannot terminate or discipline an employee for an unlawful reason. When an employer takes adverse action, it must be able to point to a legitimate, non-discriminatory reason, often shortened to LNDR.

Understanding what LNDR means — and how it is used — is central to understanding if you have a legal claim for discrimination and retaliation claims in Washington State.

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What is a Legitimate, Non-Discriminatory Reason (LNDR)?

An LNDR is the lawful explanation an employer offers for an adverse employment action, such as:

• Termination

• Discipline

• Demotion

• Failure to promote
  

Under Washington law, an employer’s reason cannot be discriminatory or retaliatory. The LNDR is the employer’s attempt to show that the action was based on something lawful instead, such as performance, conduct, or business needs.

How LNDR fits into Washington discrimination cases

Washington courts use a burden-shifting framework to analyze discrimination and retaliation claims.

At a high level:

1. The employee alleges discrimination or retaliation.

2. The employer responds by asserting a legitimate, non-discriminatory reason (LNDR) for the adverse action.

3. The employee may then show that the stated reason is pretext — meaning it is not the real reason.

An LNDR does not have to be fair, kind, or good management. It only has to be lawful.

Protected classes and activities in Washington State

Washington is one of the strongest employee-protection states in the country. Under the Washington Law Against Discrimination (WLAD), RCW 49.60, employers may not take adverse employment action based on an employee’s protected class or protected activity.

Protected classes and activities under Washington law include, among others, when an employer terminates or disciplines an employee, it must be able to articulate a legitimate, non-discriminatory reason — one that is unrelated to protected class or protected activity under RCW 49.60, tort claims, and other employment statues. 

If you feel like you've suffered an adverse employment action based in discrimination, please reach out to Stockwell Law Firm for a free intake call.