Workplace retaliation occurs when an employer takes negative employment actions against an employee because the employee engaged in a protected activity. Protected activities include a variety of things, such as taking lawfully allowed time off, reporting discrimination or harassment, resisting sexual advances from a manager or speaking out about safety violations.
Retaliation can lead to harm that’s immediate and life altering. An employee may be demoted, fired, denied promotions or switched to a less desirable work shift or location. These concerns can all lead to a decrease in income. Even if retaliation occurs in a way that doesn’t affect a person’s pay, it can still affect their motivation and morale. Employer retaliation can also lead to employees being fearful to speak out or uphold their rights.
Other ways retaliation can affect employees
Retaliation can also affect an employee’s reputation, which can transfer away from their current company in some industries. Unwarranted writeups or critical evaluations can suggest that an employee isn’t a team player, which may appear unfavorable for advancement or alternative employment opportunities.
The personal impact on an employee can be just as serious. Employees who go through retaliation can feel distracted or anxious, which can carry over into their personal lives. They may also begin to feel self-conscious at work.
Addressing retaliation in the workplace
Employees who believe they were retaliated against should collect as much documentation as possible. This could mean keeping copies of favorable job reviews or other accolades that show negative employment actions weren’t warranted. Any ties between the protected activity and the negative employment action should be kept since can help to prove that retaliation occurred.
It may be beneficial for employees in this position to work with a legal team that can assist with working through the legal process, partially because swift action is critical since time is limited for these cases.