You Shouldn’t Be Punished for Standing Up for What’s Right

Employees are protected from workplace retaliation when reporting discrimination, harassment, or violations.

Employees have the right to speak up about workplace discrimination, harassment, wage violations, and other unlawful conduct without fear of punishment. But some employers respond with retaliation, punishing workers who assert their rights, file complaints, or support coworkers facing similar issues.

We represent employees who have faced retaliation after engaging in protected activity. If you believe your employer punished you for speaking out, we can help you fight back.

What Is Workplace Retaliation?

Retaliation occurs when an employer takes adverse action against an employee because the employee engaged in a legally protected activity. Common protected activities include:

Reporting workplace discrimination or harassment.
Requesting a reasonable accommodation for a disability or pregnancy.
Complaining about unpaid wages or overtime violations.
Taking or requesting FMLA leave.
Participating in an internal discrimination investigation.
Filing a complaint with the EEOC or PHRC.
Cooperating with a coworker’s discrimination or wage complaint.

Employers may not punish or deter employees from exercising their legal rights—even if the underlying complaint is ultimately unsuccessful.

It is important to note that retaliation laws do not protect every workplace complaint or disagreement. In order to be legally protected, the complaint must involve a specific type of “protected activity” covered by an anti-retaliation statute—such as reporting unlawful discrimination, wage theft, or requesting medical leave. General complaints about management style, unfair treatment, or workplace conflict that do not relate to a legally protected right may not be enough to trigger anti-retaliation protections.

Examples of Retaliation

Retaliation can take many forms. Common examples include:

Termination or suspension.
Demotion or reduced hours.
Unfavorable shift changes or assignments.
Sudden poor performance reviews.
Harassment or increased scrutiny.
Denial of promotions or raises.
Exclusion from meetings or projects.

Retaliation may be obvious or subtle. What matters is the connection between your protected activity and the employer’s adverse action.

Legal Protections Against Retaliation

Federal and state laws prohibit retaliation in a variety of contexts, including:

Title VII of the Civil Rights Act of 1964: Protects employees from retaliation after reporting discrimination or harassment based on race, religion, sex, national origin, or related protected traits.
Fair Labor Standards Act (FLSA): Protects employees who complain about wage violations such as unpaid overtime or minimum wage violations.
Family and Medical Leave Act (FMLA): Protects employees who request or take job-protected leave for a serious health condition or to care for a family member.
Americans with Disabilities Act (ADA) and Pregnant Workers Fairness Act (PWFA): Protect employees who request accommodations or report disability-related discrimination.
Pennsylvania Human Relations Act (PHRA): Offers similar protections under state law, but also applies to smaller employers not covered by federal law.

We Stand Up for Workers Who’ve Been Punished for Doing the Right Thing

Retaliation is a serious violation of employee rights and can have a chilling effect in the workplace. If your employer retaliated against you for asserting your legal rights, you don’t have to face it alone.

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