Retaliation After Reporting Harassment or Discrimination

Reporting harassment or discrimination in the workplace takes courage. Unfortunately, for many employees, speaking up is followed by another form of mistreatment: retaliation. Retaliation may be subtle or overt, but in all its forms, it’s illegal. At Leeds Brown Law, we help workers in New York City, Long Island, and beyond who have experienced retaliation after reporting workplace misconduct. We hold employers accountable—and help you recover what you’ve lost.

What Is Workplace Retaliation?

Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity. This includes reporting discrimination, filing a complaint with HR, participating in a workplace investigation, or cooperating with the EEOC or another enforcement agency. Retaliation can take many forms, such as:

• Termination or layoff shortly after filing a complaint
• Being passed over for promotions or raises
• Unfair or sudden negative performance reviews
• Increased scrutiny or micromanagement
• Demotion or reassignment to undesirable duties
• Social or professional isolation
• Verbal harassment or hostility from supervisors or coworkers

If your working conditions changed for the worse after speaking up, you may be experiencing retaliation—even if your employer claims it’s unrelated.

Your Legal Rights

Both federal and New York state laws prohibit retaliation against employees who report or oppose discrimination or harassment in good faith.

• Title VII of the Civil Rights Act: Protects employees from retaliation after reporting harassment based on race, sex, religion, or national origin.
• New York State Human Rights Law: Offers broad protections against retaliation in any workplace with four or more employees.
• New York City Human Rights Law: Provides some of the strongest employee protections in the nation, including retaliation claims for any action taken to oppose discriminatory practices.

Real-World Examples of Retaliation

Retaliation may not always be obvious. Consider these examples:

• An employee reports being sexually harassed and is suddenly given poor performance ratings after years of strong reviews.
• A worker files a complaint about racial slurs in the workplace and is laid off weeks later under the pretext of “restructuring.”
• A team member supports a coworker’s discrimination complaint and is removed from key projects.

In each case, the adverse actions followed protected activity and may violate employment laws.

How to Prove Retaliation

To make a successful retaliation claim, you must generally show:

1. You engaged in protected activity (such as reporting discrimination)
2. You suffered an adverse employment action (such as termination or demotion)
3. There’s a causal connection between the two (i.e., the adverse action occurred because of your protected activity)

Evidence that may support your case includes:

• Emails, messages, or memos documenting the complaint and any resulting treatment
• Timeline showing how quickly the retaliation followed your complaint
• Witnesses who observed unfair treatment
• Performance reviews before and after the complaint

What Compensation Can Include

If you’ve experienced illegal retaliation, you may be entitled to:

• Back pay and benefits lost due to termination or demotion
• Reinstatement or placement in a previously denied position
• Compensation for emotional distress
• Punitive damages in cases of egregious misconduct
• Legal fees and costs

Protect Yourself from Further Retaliation

Here are steps you can take right now if you believe you’re being retaliated against:

1. Document everything—dates, conversations, changes in duties, treatment by colleagues
2. Save all written communication related to your original complaint and any employer responses
3. Follow internal HR reporting channels
4. Do not quit without speaking to a lawyer—this may impact your case
5. Consult with an employment attorney to protect your legal rights

How Leeds Brown Law Can Help

At Leeds Brown Law, we’ve helped hundreds of workers fight back against retaliation. We work quickly to gather evidence, protect your job (or build your case if you’ve already been terminated), and pursue maximum compensation. We understand the emotional and professional toll that retaliation takes—and we are ready to stand with you. Whether your case involves sexual harassment, racial bias, or another protected category, we know how to build a compelling retaliation claim. Our attorneys are experienced in both negotiation and litigation and have been recognized by courts and peers alike for exceptional legal advocacy.

If you’ve faced retaliation after reporting discrimination or harassment at work, don’t stay silent. Your rights are protected by law. Let our experienced legal team fight for you.