What counts as illegal retaliation after reporting sexual harassment at work?

Employment

Wendy

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Where it is increased harassment, but not what the law deems retaliation (which is actual change in your terms of employment - e.g., termination, demotion, reduced pay), it can support an additional internal complaint with your employer about such harassment. Filing such complaints provides you protection in the event of any actual legal retaliation and also puts a burden on the employer to further investigate. (42 U.S.C. § 2000e-3(a)) It may be worth noting in any future complaint the failure to fully investigate your initial complaint by not even allowing you to provide the evidence you did have.

If you do ultimately suffer what the law calls an "adverse employment action" (e.g., termination, demotion, reduced pay or benefits), then it would be time to consult a local attorney to represent you in pursuing your rights further. Keep in mind that a charge with the EEOC generally must be filed within 180 days of the discriminatory act, or 300 days in states with their own fair employment agency (42 U.S.C. § 2000e-5(e)(1)).

Given the years long history of your employer's failure to take sexual issues seriously, it may also be worth consulting a local attorney now. It certainly sounds like a hostile environment. (29 CFR § 1604.11)

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Hi can I ask a question related to employment law? I reported sexual harassment and now facing retaliation and want to know what kind of legal options I have.

Lexi, Chatbot

I'm sorry to hear that you're facing retaliation after reporting sexual harassment; that must be incredibly difficult. Can you tell me when you reported the harassment and what specific actions have been taken against you since then?

I reported it in December 2025. I was threatened and shown porn at work and he also made many sexual comments. They did an investigation but didn't interview me or ask for evidence I have. They wrapped it up when I complained they just said they found no evidence. My manager said they found the image he showed me but it didn't count as p*** because it was from a cable TV network. When I asked ethics about this they didn't respond to it just said there were things in my email that were wrong and then said they found no evidence. This was in March.

I asked to move groups bc I wasn't feeling safe in my group with this person. They have repeatedly delayed and denied this request without reason. I've been yelled at in a meeting regarding this. My manager has made several accusations that are untrue provably for example she said I missed a meeting that didn't exist she said I didn't have funding for my intern and emailed the whole department about it which was untrue and said I was going to make an announcement about that she also said I'm unsafe and didn't tell her about work I was doing even tho I documented to her what we were doing and when and how and she agreed and now other groups don't want to work with me because of these accusations.

Lexi, Chatbot

Have you documented any instances of retaliation, such as changes in your work environment or treatment by colleagues or supervisors?

The instances above I have documented all this retaliation she has done in writing the yelling I emailed my supervisor EAP immediately after because I had a PTSD reaction. I was diagnosed with PTSD because of this. She said she would be willing to be a support person in my next meeting with them. They denied me in writing an EAP support person. I asked can anyone come as a support person because I'm concerned given the tone of the last interaction they denied. I asked can we do this in writing. They denied. Then I said can we delay this for medical accommodations. I got a doctors note for medical accommodations the note says my symptoms increased after the workplace violence instance and I can't work with that person and I need a support person or to do interactions with HR in writing.

Lexi, Chatbot

Is there anything else the Employment Lawyer should know before I connect you? Rest assured they'll be able to help with your retaliation claim.

No.

Wendy

Good morning. My name is Wendy and I am a licensed attorney, though I may not be licensed in your jurisdiction. I can certainly help provide information about your situation to help you decide next steps.

As a result of any of the retaliation have you been demoted, had a decrease in pay, or anything of that sort or is the retaliation more and increased harassment in response to your earlier complaint?

So far it's increased harassment but the types of false accusations my manager is making I'm worried could be used as evidence to put me on a pip and fire me. I'm also worried about them blocking my transfer that I've had to work on since they have refused to help me. After the safety accusation I've been not able to do certain work and this could also lead to be being laid off eventually because we charge our time to specific projects hourly like attorneys so if her intervention causes me to lose more projects I could not be able to fill out my time sheet and then there is a layoff process for people without work. So it's not gotten to that point yet but it's going in that direction.

Oh I should also point out 8 years ago I reported sexual assault by a coworker and I was blamed and they did nothing because they said it was a one time thing even though several people corroborated my account and this is what caused the PTSD that is making this even harder.

Wendy

19,423 satisfied customers

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