Glossary > Employment Law > Employment Discrimination > General

Retaliation

Retaliation in the context of employment law occurs when an employer takes adverse action against an employee for engaging in protected activity, such as reporting discrimination or safety violations.

Example #1

Example: Susan filed a complaint with HR about gender discrimination in her workplace. Following her complaint, her supervisor started giving her unfavorable work assignments and eventually terminated her employment.

Example #2

Example: John raised concerns about the unsafe working conditions in his department. In response, his manager reduced his hours and denied him a promotion he was qualified for.

Misuse

Misusing retaliation can create a hostile work environment, silence employees from reporting unlawful behavior, and undermine the principles of fairness and accountability in the workplace. It is crucial to protect against retaliation to ensure employees feel safe in speaking up about wrongdoing without fear of repercussions.

Benefits

Protecting employees against retaliation encourages a transparent and ethical work environment where individuals feel empowered to address issues without the threat of retaliation. It fosters a culture of accountability and fairness within organizations.

Conclusion

In conclusion, retaliation involves punishing an employee for exercising their rights or reporting illegal behavior. Preventing retaliation is essential to uphold fairness and integrity in the workplace, ensuring that employees feel secure in advocating for their rights and reporting misconduct.