Retaliation at work isn’t just unfair—it’s illegal. Whether you reported discrimination, complained about unsafe conditions, or stood up for a coworker, the law protects you from punishment. Unfortunately, many employees still face backlash for doing the right thing.
If you’ve been demoted, fired, harassed, or isolated after speaking up, it may be retaliation—and Swartz Swidler is here to help.
We offer free, confidential consultations to help you understand your rights and take action. You don’t pay unless we win.
Retaliation at Work Know Your Rights and What to Do Next
Want to Know If You’re Facing Retaliation?
Don’t rely on guesswork—arm yourself with the tools to recognize retaliation, document it properly, and protect your career. We’ve created a free, attorney-designed guide that includes a printable retaliation checklist, a timeline tracker, and a breakdown of your legal rights and deadlines. It’s everything you need to take that first step with confidence.
[Download the Free Retaliation Toolkit Now] and start building your case the right way.
What Qualifies as Workplace Retaliation?
Workplace retaliation occurs when an employer takes negative action against you for engaging in a legally protected activity. That includes:
- Reporting harassment, discrimination, or wage theft
- Participating in an internal or external investigation
- Requesting reasonable accommodations under the ADA
- Filing a workers’ comp claim or whistleblower report
Retaliation doesn’t always mean termination. It can also look like:
- Unjustified demotions
- Reduced hours or responsibilities
- Verbal abuse or threats
- Exclusion from meetings, projects, or promotions
If you’ve experienced any of these after asserting your rights, you may have a case under laws like the Conscientious Employee Protection Act (CEPA) or Title VII of the Civil Rights Act.
Why Timing Matters: Don’t Wait to Take Action
Workplace retaliation cases are time-sensitive. Deadlines to file a complaint with the Equal Employment Opportunity Commission (EEOC) or state agencies can be as short as 180 days from the retaliatory act.
Delaying can also allow your employer to “paper trail” their actions, masking retaliation as performance issues or restructuring. The sooner you consult a retaliation attorney, the better chance we have to preserve evidence, protect your job, or pursue compensation.
What Happens During a Free Consultation?
At Swartz Swidler, your free consultation is private, compassionate, and informative. Here’s what to expect:
- You explain what happened—including dates, people involved, and any supporting documentation.
- We assess whether your rights were violated based on federal and state laws.
- We lay out your legal options clearly—whether it’s filing an internal complaint, taking legal action, or both.
You don’t need to have everything figured out. We’ll help you sort through your story and guide you toward the strongest path forward.
Want to prepare ahead? Bring relevant items like emails, HR complaints, performance reviews, or termination notices. More details help us act faster.
Know Your Rights. Take the Next Step.
How Swartz Swidler Builds Strong Retaliation Cases
For more than a decade, Swartz Swidler has stood up to employers who punish workers for doing the right thing. We’ve handled retaliation cases across industries—from healthcare to trucking to finance—and we know how to:
- Uncover retaliation masked as “performance issues”
- Use patterns of behavior to support your claim
- Leverage protections under CEPA, the ADA, Title VII, and FMLA
- Represent individuals and class members in lawsuits and negotiations
Our experience allows us to pursue both retaliation and related claims like wrongful termination and discrimination when appropriate.
You Don’t Pay Unless We Win
We understand that retaliation often comes with financial stress. That’s why we handle most retaliation cases on a contingency basis.
You pay nothing upfront, and we only get paid if we win your case or reach a settlement on your behalf.
This structure allows you to fight back—regardless of your financial situation.
Real Stories. Real Results.
Here are just a few examples of how we’ve helped retaliation victims:
“After I reported racial discrimination, I was written up and eventually fired. Swartz Swidler took my case seriously, explained every step, and got me a settlement that helped me move forward.”
— Administrative assistant, New Jersey
“They believed me when no one else would. Within months, I got my job back—and justice.”
— Warehouse employee, Pennsylvania
From settlements to reinstatements, our results speak for themselves.
Speak to a Retaliation Attorney Today
If you’re facing retaliation, don’t wait. Every day that passes gives your employer more time to cover their tracks—and fewer chances to protect your job or seek compensation.
At Swartz Swidler, we take these cases seriously. We’ll listen to your story, explain your rights, and fight to get you justice.
📞 Schedule your free consultation now
Let us help you turn retaliation into resolution.
❓ Frequently Asked Questions (FAQ)
What qualifies as workplace retaliation?
Workplace retaliation happens when your employer punishes you for engaging in a protected activity—such as reporting discrimination, harassment, or safety violations. Retaliation can include termination, demotion, reduced hours, harassment, or exclusion from key opportunities.
Is it retaliation if I was fired after reporting a problem?
It could be. If your termination happened shortly after reporting workplace misconduct, filing a complaint, or requesting accommodations, the timing may point to illegal retaliation. A qualified retaliation attorney can assess the link between your protected action and the employer’s response.
How do I prove retaliation?
Retaliation can be proven through documentation, witness accounts, performance history, timing of adverse actions, and evidence that your employer gave inconsistent or false reasons for the punishment. Keeping a paper trail and contacting an attorney early can strengthen your case.
How much time do I have to file a retaliation claim?
Deadlines vary by law. For example, federal EEOC claims may have a 180-day filing deadline, while New Jersey’s Conscientious Employee Protection Act (CEPA) gives you up to 1 year. Don’t wait—delays can limit your legal options.
What happens during the free consultation?
During your consultation with Swartz Swidler, we’ll listen to your story, evaluate whether retaliation likely occurred, and explain your legal options—all in a private, compassionate setting. There’s no pressure and no obligation to move forward unless you choose to.
Do I need to pay anything upfront?
No. Most retaliation cases are handled on a contingency basis, meaning you pay nothing unless we win your case or reach a settlement. This allows you to pursue justice without financial risk.
Can I get my job back or receive compensation?
Yes. If retaliation is proven, you may be entitled to reinstatement, back pay, compensation for emotional distress, and more. Each case is unique—speak with an attorney to understand what outcomes may apply to your situation.
