A more thorough explanation:

The additional-consideration rule is an exception to the employment-at-will principle in employment law. It applies when an employee does not have a written contract but undertakes substantial hardship in addition to their normal job duties. This can include relocating to a different city based on oral assurances of job security. If the employer does not fulfill its agreement, the employee can maintain a breach-of-contract claim.

For example, if an employee is offered a job in a different state and is promised job security, but the employer terminates their employment without cause, the employee may have a breach-of-contract claim under the additional-consideration rule.

Another example is if an employee is promised a promotion and a raise if they complete a specific project, but the employer fails to follow through on their promise. The employee may have a breach-of-contract claim under the additional-consideration rule.

These examples illustrate how the additional-consideration rule can protect employees who have relied on oral assurances from their employer and have suffered substantial hardship as a result.