After reporting an issue at work, you might notice a shift in how you’re treated. Your supervisor may start closely monitoring your actions or excessively criticizing your performance. This could feel unfair, but does it qualify as retaliation under the law?
Understanding retaliation at work
Retaliation occurs when your employer punishes you for engaging in a legally protected activity. These activities include filing a complaint about discrimination, harassment, or unsafe working conditions. Not every change at work counts as retaliation. However, if your treatment worsens shortly after you take protected action, it’s worth examining.
When scrutiny becomes retaliation
Supervisors are allowed to oversee and evaluate your work. But if they suddenly start micromanaging or applying different standards after you report something, it could suggest retaliation. The timing is key—if the increased scrutiny follows your complaint closely, it strengthens the connection.
It’s important to document what changes, when it starts, and how others are treated in similar roles. Consistent patterns of unfair treatment after a protected action may support a retaliation claim.
Recognizing the warning signs
Watch for actions that seem targeted or inconsistent with past practices. You might face frequent check-ins that didn’t happen before, write-ups for minor mistakes, or poor performance reviews that lack a clear basis. You could also find yourself left out of meetings or important projects. These changes may signal that you’re being singled out.
If your job performance remains steady but your manager’s behavior changes dramatically, that can raise red flags. Compare your experience with coworkers in similar positions. Being treated differently without reason could be significant.
If you suspect retaliation through increased scrutiny, maintain your professionalism and continue performing your duties effectively. Keep detailed records of communications, performance reviews, and other relevant interactions. You don’t have to prove your employer’s intent—only a clear link between your protected activity and the changed treatment.
