Retaliation in the workplace is a common problem that can occur in any profession or industry. It is a form of revenge or punishment that an employer or management may take against an employee who has spoken out against a wrongdoing or has filed a complaint about harassment, discrimination, or any illegal or unethical practice in the workplace.
Retaliation often results in adverse consequences for the employee, such as demotion, termination, or denial of promotion. In this comprehensive guide, we will explore the different types of workplace retaliation, its consequences, and how to prevent it from happening.
What is Workplace Retaliation?
Workplace retaliation occurs when an employee faces negative consequences for engaging in a protected activity, such as reporting workplace discrimination, sexual harassment, mismanagement, or violations of the federal law.
Retaliation may take various forms, including harassment, intimidation, demotion, termination, refusal to hire, increased work monitoring, potentially discriminatory wages, or less favorable work conditions. Retaliation, especially in the case of verbal or physical abuse, can create a hostile and oppressive work environment, leading to job dissatisfaction, stress, anxiety, and even depression.
What Causes Workplace Retaliation?
There may be many reasons why employer retaliation is a thing. Often, retaliation is an attempt to silence the employee’s complaints or to discourage others from speaking up. Here are some of the most common reasons behind workplace retaliation:
Fear and Intimidation
Employers may try to silence whistleblowers or dissidents by instilling fear in them. This can occur in many ways such as threats of legal action, damage to reputation, or physical violence.
Retaliation may be a result of power play where the employer tries to maintain control over the workforce. This can especially occur when the whistleblower or complainant is in a position of lesser power than the employer or the accused.
Ignorance or Denial
Sometimes, employers may deny that a problem exists or fail to recognize the significance of an employee’s complaints. Consequently, they may dismiss the complaints as false, frivolous, or baseless, leading to retaliation.
Lack of Accountability
Finally, employers who do not value accountability may resort to retaliation as a means of protecting themselves from legal or reputational damages. This can occur when employers fail to take corrective action, ignore workplace violations, or prefer their interests over those of their employees.
Understanding the Different Types of Retaliation in the Workplace
Retaliation is never a pleasant experience. It’s the unfortunate reality that many people face in the workplace when they speak up against employment discrimination or report unlawful activities of their coworkers or employers. There are different types of retaliation one can experience in the workplace, and it’s important to recognize them to know how to appropriately respond and protect oneself.
Verbal retaliation is one of the most common forms of retaliation in the workplace. It can come in the form of insults, threats, or negative comments directed towards you by your coworkers or superiors. Verbal retaliation can make you feel belittled, demotivated, and anxious. To handle this situation, document the behavior and report it to your HR department or manager. Confronting the person who’s retaliating against you is not advisable because it could escalate the situation.
Demotion or Termination
Another form of retaliation is when you’re demoted or terminated from your job. This could happen after you’ve reported unlawful activities or spoken up against injustices in your workplace. If you believe that your demotion or termination is a form of retaliation after a retaliation complaint, document the incident and seek legal representation. This action is necessary because your employer may try to discredit your claim, and evidence will help back your case.
Reassignment is another form of retaliation that can happen in the workplace. It can occur when your employer transfers you to another department or position without your agreement. This can be detrimental to your career, especially if you’re demoted or given a position that doesn’t align with your qualifications and skills. If you experience this sort of retaliation, talk to your manager or HR department about it and discuss the reasons for your reassignment.
Exclusion from Meetings or Projects
Exclusion is retaliation where you may be left out of important meetings or projects. This behavior can make you feel isolated and undervalued. If you’re experiencing exclusion because of retaliation, document the behaviors and raise the matter to your manager or HR department.
Unfortunately, physical retaliation can occur in the workplace. This type of behavior could involve physical abuse or the destruction of your personal property. If this occurs, immediately remove yourself from the situation and report it to the police and your employer. Seeking medical attention and documenting the incident is also essential.
Consequences of Retaliation in the Workplace – What You Need to Know
Retaliation in the workplace is a serious issue, and unfortunately, it happens more often than we like to admit. When an employee reports discrimination, harassment, or any other form of misconduct, they have the right to be protected from retaliation. But what happens when retaliation does occur? What are the consequences of such actions?
Retaliation is illegal, and companies that allow it to happen can face severe legal consequences. Lawyers can bring claims in court on behalf of employees who suffer retaliation, and if proven guilty, employers can face hefty fines or even lawsuits. This could result in damage to the company’s reputation, loss of business, and a decrease in employee morale. The legal consequences of retaliation should be taken very seriously.
Loss of Employees
Employees who experience retaliation are unlikely to stay with the company for much longer. When they feel their complaints are being ignored, or worse yet, they’re met with retaliation, they don’t have much incentive to continue working there. This leads to a high turnover rate, which ultimately costs the company more in terms of recruitment and training. This is especially damaging when the employee is a valuable asset to the company, and their loss would be a significant blow.
Poor Workplace Culture
Retaliation sends a clear message to other employees that speaking up comes with consequences. This can create a toxic workplace culture where people feel unsafe or unsupported. Employees may be more hesitant to report misconduct, fearing that they too will be retaliated against.
This only exacerbates the issue, as issues can go unresolved, and the company culture becomes increasingly toxic. By allowing retaliation to happen, companies risk creating a culture of fear and negativity, which is never good for business.
Mental Health and Wellbeing
Retaliation can have a severe impact on an employee’s mental health and wellbeing. Being targeted, especially in the workplace, is stressful, anxiety-inducing, and can lead to depression and other mental health issues.
It can also have an impact on an employee’s personal life, causing stress and impacting their relationships outside of work. Even if the employee does not experience any legal or financial consequences, the emotional toll of retaliation can be significant.
Lack of Trust
Retaliation erodes trust between employer and employee. When an employee reports something, they are trusting the company to take appropriate action to address it. If that trust is betrayed by retaliation, an employee will be less likely to trust the company in the future. Without trust, employees may not be as forthcoming with their thoughts and concerns, leading to a lack of communication and transparency.
Put a stop to workplace retaliation: Know the what, why, and how
A healthy working environment should be free from any form of retaliation, which refers to any detrimental response given to an employee who speaks up or participates in a legally protected activity. Unfortunately, retaliatory actions still occur in workplaces, and they can take many forms such as demotion, termination, or even harassment
Retaliation can deter employees from reporting wrongdoings, discourage employee participation in work-related activities, and destroy employee morale. As an employer or employee, knowing how to prevent and address workplace retaliation is crucial.
Understand the What and Why of Workplace Retaliation
Understanding the what and why of workplace retaliation is critical to effective prevention. Employers should be aware of the legal protections their employees enjoy and ensure that those protections are maintained.
For example, an employee who reports harassment or discrimination should not experience a retaliatory act. Additionally, retaliation does not have to be overt to exist, and even small actions like assigning an employee undesirable shifts, negative performance evaluations, or making unfounded complaints about an employee can constitute retaliation.
Create a Retaliation-Free Culture
Employers should create a zero-tolerance culture for any forms of retaliation. This can be achieved by reinforcing ethical standards and establishing anti-retaliation policies and procedures while communicating those policies to all employees.
Employees should be educated on the importance of reporting and encouraged to speak out when they feel their rights are being violated. Employers should also motivate a non-threatening environment for reporting, where employee concerns are taken seriously and dealt with promptly.
Monitor and Address Retaliation Claims
Employers should take preventative action by monitoring employee relations, and regularly check workplace environments. Employers should quickly respond to and address any concerns of retaliation. Employees should feel safe to speak out and confident that their concerns will be thoroughly investigated. Employers should ensure that no one will be subject to retaliation for reporting a concern or cooperating with an investigation.
Train Supervisors and Managers on Retaliation Prevention
Employers must train managers and supervisors to recognize and eliminate retaliation. Managers that are insensitive to employee relations or unprepared to manage retaliation complaints may inadvertently fuel a retaliatory workplace culture.
The human resources department should provide training to supervisors on how to spot, monitor and address retaliation in the workplace. Follow all guidelines from the equal employment opportunity commission, as well as state laws and federal laws.
Have a Strong Retaliation Prevention Policy
Employers should have a comprehensive non-retaliation policy that aligns with state and federal laws. The policy should specifically prohibit retaliation and outline how employees can make reports of retaliation. The policy should also include procedures for investigating retaliation claims, resolutions, reporting backup measures, and how retaliation complaints will be addressed.
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Workplace retaliation can be a devastating experience for any reasonable person, causing significant harm to their career, wellbeing, and personal life. Employers should take proactive measures to prevent retaliation from happening, including implementing anti-retaliation policies, fostering an open communication culture, and providing regular training for management and employees.
Employees should report retaliation immediately and take steps to protect themselves from further harm. By working together, employers and employees can establish a safe and healthy workplace that promotes respect, fairness, and dignity.