Sudden and recognizable acts of retaliation against employees in the workplace are illegal and punishable under strict employment laws. An employer who harbors malicious intent toward specific individuals might instead retaliate through more subtle discriminatory behaviors that are more difficult to punish.
This sort of retaliatory discrimination is still unacceptable according to retaliation definitions provided by the Equal Employment Opportunity Commission. You can more easily recognize situations in which you are a victim of retaliatory discrimination by understanding what actions might commonly fuel the ire of a malicious employer.
While you are within your rights to lodge a complaint with the relevant government agencies when you witness instances of discrimination or harassment in your workplace, doing so might cause leaders with a habit of abusing their power to hold a grudge.
In addition to actively blowing the whistle, another way to take action against toxic behavior in the workplace is to assist in investigations conducted by the proper authorities. If an abusive employer learns of your involvement, they might try to hold it against you.
Even if you are not directly taking a stand against wrongdoings in the workplace, leaders might also exhibit retaliatory discrimination as a result of personal vendettas. Superiors who discriminate against an employee for speaking out against them or receiving credit for a project are also guilty of wrongful retaliation.
Blatant acts of retaliation, such as wrongfully firing an employee, are obviously subject to legal action. If you are a victim of subtle retaliatory discrimination, though, you have just as much right to seek justice.