Have you ever had that nagging feeling at the back of your mind after speaking up at work? You voice a concern or report something that just doesn't sit right, and suddenly, the atmosphere shifts.

People begin to converse, meetings are held behind closed doors, and an overwhelming sensation of unease settles in. This may make you wonder- Could it be retaliation?

Workplace retaliation is a serious problem that affects millions of employees each year. It is also the most common type of employment discrimination charge filed with the U.S. Equal Employment Opportunity Commission (EEOC).

Here are some key statistics on workplace retaliation:

• 55.8% of all employment discrimination charges filed with the EEOC in FY2023 involved retaliation.
• 68% of sexual harassment allegations and 42% of LGBTQ+ discrimination allegations made to the EEOC also include charges of employer retaliation.
• 90% of employees are more likely to report retaliation through anonymous channels.
• 46% of employees fear retaliation for reporting discrimination or harassment.
• 39% of employees aren't confident their issues will be addressed.

This is probably yes and you shouldn't have to silently bear such treatment. This guide is to help you recognize the subtle signs of workplace retaliation and empower you with the knowledge to defend your rights.

So, let's dive right in. 

What Is Workplace Retaliation?

Workplace retaliation constitutes a type of discrimination. It transpires when a person in authority within an organization, such as a manager or supervisor, seeks to penalize an employee for engaging in legally protected activities. 

How Can You Spot Workplace Retaliation?

To begin, prior to searching for the distinctive indicators, it's important to consider the events that preceded the situation. 

• Have there been any grounds for retaliation against you? 
• Any recent developments? 

10 More Signs of Workplace Retaliation

Retaliation can manifest in both subtle and overt ways. Any detrimental action taken by an employer that is significant enough to dissuade a reasonable employee from exercising their legal rights may constitute the basis for a legal claim of retaliation. Any adverse alteration in working conditions could potentially qualify as retaliation.

Here are ten scenarios in which retaliation may occur after an employee exercises legally protected rights related to workplace safety, public health concerns, discrimination, or non-compliance with federal and state employment and environmental laws, among others:

1. Demotion: If an employer makes decisions that reduce your job status, responsibilities, seniority privileges associated with your role, or decreases your salary, commission, or bonus, it could be indicative of retaliation. This also includes reductions in hourly wages, salary, commission payments, paid time off, sick leave, or Family and Medical Leave Act entitlements, as well as limited overtime opportunities.
2. Passed Over for Promotion or Raise: Refusing to provide a promotion or salary raise, even when the employee has earned recognition, due to their exercise of legal rights to complain about workplace conditions or employer activities, can be another form of retaliation.
3. Denied Opportunities: When an employer withholds educational benefits, funding for attending conferences or seminars, or stops covering travel and membership in professional organizations following an employee's complaint about workplace conditions, it might indicate retaliation. Employers may attempt to disguise their motives as financial constraints, but investigation or legal proceedings can uncover the real reasons.
4. Excessive Micromanagement: Sudden, intrusive oversight of an employee's work by a hostile supervisor, with constant pressure to work faster or change course, can constitute retaliation, particularly if it follows a legally sanctioned complaint.
5. Salary Reductions or Loss of Hours: Experiencing a reduction in pay, loss of scheduled work hours, or a change in shifts to accommodate family or childcare responsibilities can also be a form of retaliation. These changes may come with seemingly reasonable justifications but mask underlying retaliatory intent.
6. Exclusion: Deliberate exclusion from meetings, training, or workplace social events, especially when colleagues become conspicuously silent around you without explanation, can be emotionally distressing and indicative of retaliation.
7. Reassignment: Reassigning an employee's regular responsibilities to others or altering their schedule to create undue hardship constitutes another form of retaliation. This includes revoking workplace accommodations for family care, modifying shift assignments' regularity, or assigning less favorable shifts causing undue hardship.
8. Bullying or Harassment: Employers may encourage co-workers to harass or bully an employee who has raised complaints, leading to isolation and emotional distress.
9. Excessive Negative Job Performance Reviews: After years of positive reviews and job promotions, if an employer suddenly changes the tone and content of job performance reviews following an employee's complaint about workplace discrimination or illegality, it may suggest retaliation.
10. Termination: The most extreme form of retaliation is termination, resulting in loss of income, status, and a blemished employment record. Termination can be either actual, where an employee is fired, or constructive, where an employer subjects an employee to unbearable working conditions to force them to resign. Constructive termination may involve a series of reprimands for trivial incidents, repeated negative job reviews, or a scheme to humiliate the employee at work, ultimately compelling them to resign.

It is important to note that these signs of retaliation can vary depending on the specific circumstances and the workplace environment. 

How to Document Workplace Retaliation​ 

If you suspect you've been subjected to workplace retaliation, it's essential to compile evidence and gather credible proof to support your case. To acquire reliable evidence for a robust workplace retaliation claim, consider following these guidelines:

Things That You Can Do ​ 

If you suspect you are a victim of workplace retaliation, you need to make sure that you are in a good space to take the following steps. 

Doing so will help you fight for your rights.

• Document Everything: From sudden shift changes to hostile emails, keep a record. Timestamps, dates, and detailed notes can be invaluable.
• Speak Up: Talk to your HR department. They are there to mediate workplace issues and can provide guidance on your company's policies and procedures.
• Stay Professional: it is essential to remain calm and professional, even when facing retaliation. Do not lower yourself to the level of those trying to threaten you.
• Seek External Help: If internal channels do not produce results, consider seeking help from outside agencies or professional bodies that oversee workplace regulations and rights.
• Consult a Lawyer: If things do not improve or if the retaliation intensifies, consider seeking legal counsel. As mentioned earlier, a specialized employment lawyer will be able to guide you best. 

Understanding Your Rights 

Knowing your rights is half the battle. Sometimes, when you are not really aware of your rights, you have to face certain situations that you can easily skip. 

Here's what you should be aware of:

• Protection under Law: Many states, including the Los Angeles, have laws that protect employees against workplace retaliation. For instance, laws like the Occupational Safety and Health Act (OSHA) and Title VII of the Civil Rights Act make retaliatory actions illegal.
• Right to Report: You have the right to report any retaliatory actions without the fear of further retaliation. If you believe you have been retaliated against, it is crucial to document the incidents and any potential evidence.
• Seeking Legal Advice: If things escalate, or if you are unsure about your next steps, seeking legal counsel can be beneficial. An employment lawyer los angeles, for example, would be well-versed in local and state laws regarding workplace retaliation, ensuring that your rights are upheld. 

Handling The Emotional Toll of Workplace Retaliation 

Has a co-worker's derogatory remark or a boss's cold shoulder ever left you feeling stressed or anxious? The emotional effects of workplace retaliation are real and can deeply impact your well-being.

Here's how you can understand the emotional toll and take proactive steps to safeguard your mental health.

The Emotional Repercussions

Wrapping up

Workplace retaliation is a grave matter. It undermines the principles of fairness and can severely impact one's professional life. 

You, like every worker, have the right to a safe, respectful, and retaliation-free environment. By recognizing the signs and understanding your rights, you can protect yourself and take action against such injustices.