The overview below is general information, not legal advice. Every situation is different — begin a free case evaluation to discuss your specific circumstances.
Retaliation and Whistleblower Protection
It is illegal for an employer to punish an employee for engaging in legally protected activity. Protected activity includes reporting discrimination or harassment, participating in an investigation, reporting suspected violations of law, filing a wage complaint, taking protected leave, filing a workers’ compensation claim, and refusing to participate in illegal conduct. Protections arise under the anti-retaliation provisions of federal statutes like Title VII, the FLSA, and the FMLA, as well as state laws such as the Minnesota Whistleblower Act.
What retaliation looks like
- Termination or sudden “performance problems” after a complaint
- Demotion, pay cuts, or reduced hours
- Undesirable reassignments or schedule changes
- Exclusion from meetings, projects, or advancement opportunities
- Harassment or intimidation designed to push you out
How we help
Timing and documentation are often the heart of a retaliation case. We help clients connect the dots between their protected activity and the adverse action that followed, build the record, and hold employers accountable through negotiation or litigation. If you spoke up and your employer struck back, you may have a claim — and deadlines to bring it are limited.