Filing Complaints: Safeguarding Employees from Retaliation and Wrongful Termination

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Filing Complaints: Safeguarding Employees from Retaliation and Wrongful Termination

Filing Complaints: Safeguarding Employees from Retaliation and Wrongful Termination


Employees have the right to work in a safe and respectful environment free from illegal practices, discrimination, and harassment. When faced with such issues, filing a complaint is an essential step towards addressing the problem and seeking resolution. However, employees may hesitate to file complaints due to fear of retaliation or wrongful termination. This article explores the importance of filing complaints, the legal protections available to employees, and how to safeguard against retaliation and wrongful termination.

Importance of Filing Complaints
Filing a complaint is a crucial action that can help employees address workplace issues, promote a fair and inclusive environment, and hold employers accountable for unlawful practices. By filing a complaint, employees can:

a) Seek Resolution: Filing a complaint is the first step towards resolving workplace issues. It provides an opportunity for employers to investigate and address the problem.

b) Preserve Rights: Filing a complaint helps employees protect their legal rights, as it establishes a record of the issue and the employee’s efforts to address it.

c) Promote Change: Complaints can shed light on systemic problems within an organization, prompting necessary changes to prevent future incidents and create a more positive work environment.

Legal Protections against Retaliation
Employees who file complaints are protected by various federal and state laws to ensure they are safeguarded from retaliation. Key legal protections include:

a) Whistleblower Protection Laws: Whistleblower protection laws, such as the Whistleblower Protection Act, protect employees from retaliation when reporting illegal activities, fraud, or other wrongdoing within an organization.

b) Title VII of the Civil Rights Act of 1964: Title VII protects employees from retaliation for reporting discrimination, harassment, or other violations based on race, color, religion, sex, or national origin.

c) Americans with Disabilities Act (ADA): The ADA prohibits retaliation against employees who assert their rights or request reasonable accommodations for disabilities.

d) Family and Medical Leave Act (FMLA): The FMLA prohibits retaliation against employees who take protected leave or exercise their rights under the law.

Safeguarding Against Retaliation
While legal protections exist, employees should take proactive steps to safeguard themselves against retaliation. Some strategies to consider include:

a) Documenting the Complaint: Keep a detailed record of the complaint, including dates, times, individuals involved, and any supporting evidence. This documentation can serve as valuable evidence in the event of future retaliation.

b) Familiarizing Yourself with Policies: Understand your organization’s policies regarding complaints, retaliation, and dispute resolution. Familiarize yourself with the reporting process and follow it accordingly.

c) Maintaining Professionalism: Continue to perform your job duties professionally and diligently, even if you experience backlash or a hostile work environment. Your conduct can demonstrate your commitment to your job and weaken any claims of poor performance used as a pretext for retaliation.

d) Seeking Legal Counsel: Consult with an experienced employment law attorney who specializes in retaliation and wrongful termination cases. An attorney can assess the situation, provide guidance, and protect your rights throughout the process.

Wrongful Termination and Legal Remedies
Unfortunately, some employers may retaliate against employees by wrongfully terminating their employment. Wrongful termination occurs when an employee is unlawfully fired as a direct result of filing a complaint. If you experience wrongful termination, legal remedies may include:

a) Reinstatement: In some cases, courts may order the employer to reinstate the employee to their previous position.

b) Compensation: Wrongfully terminated employees may be entitled to financial compensation for lost wages, benefits, and other damages resulting from the termination.

c) Injunctive Relief: Courts may issue injunctions to prevent further retaliation and ensure the employee’s rights are protected.

d) Attorney’s Fees: In successful wrongful termination cases, the court may order the employer to pay the employee’s attorney’s fees.

Whistleblower Protections
Employees who file complaints as whistleblowers enjoy additional protections. Whistleblower laws not only safeguard employees from retaliation but may also provide monetary rewards for exposing fraud or illegal activities.

Reporting Complaints: Internal and External Options
When filing a complaint, employees should consider both internal and external reporting options. Internal reporting involves following the organization’s complaint procedure and reporting the issue to human resources or designated personnel within the company. External reporting involves submitting a complaint to government agencies such as the Equal Employment Opportunity Commission (EEOC) or relevant state agencies.


Filing complaints is a crucial step in addressing workplace issues, promoting a fair work environment, and holding employers accountable for unlawful practices. It is important for employees to understand their legal protections against retaliation and wrongful termination. By documenting complaints, familiarizing themselves with organizational policies, maintaining professionalism, seeking legal counsel, and exploring reporting options, employees can safeguard themselves from potential retaliation and seek appropriate remedies if wrongful termination occurs. If you believe you have experienced retaliation or wrongful termination, consult with an employment law attorney who can assess your case, protect your rights, and help you seek justice. Together, we can create workplaces that prioritize respect, fairness, and employee well-being.

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We are not afraid to litigate and take cases to trial, and have trial experience. We are relentless and we win. Clients also have first-hand access to our attorneys who are available day or night and will even provide you with their cell phone numbers. Case updates come straight from your attorney rather than paralegals or staff members.

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