Retaliation Self-Check

Workplace-retaliation claims turn on three things courts examine. Answer a few questions and this tool will map your situation to those elements — so you understand the framework before you talk to a lawyer.

This is general legal information, not a legal opinion. It does not tell you whether you have a case, and using it does not create an attorney-client relationship. Your answers stay in your browser — nothing you enter is sent or stored (we count anonymous page visits only). Only a licensed attorney in your state can evaluate your specific facts.

1. Did you do something the law protects?

"Protected activity" — check any that apply.

Complained about discrimination or harassment (to HR, a manager, or in writing) Reported a safety, legal, or regulatory violation (e.g., OSHA, fraud) Requested FMLA leave or a disability/medical accommodation Participated in, or answered questions in, a workplace investigation Filed, or said you would file, an EEOC charge or other complaint Discussed wages or working conditions with coworkers Took protected medical or military leave

2. Did something materially adverse happen afterward?

An action that "might dissuade a reasonable worker" from complaining — check any that apply.

Fired, laid off, or forced to resign Demoted, or stripped of duties or title Hours cut, schedule made punitive, or pay reduced Put on a PIP, or suddenly written up Suspended, or denied a promotion or raise Transferred, reassigned, or frozen out Subjected to a hostile environment or stepped-up harassment

3. How soon after the protected activity?

Timing is one common way courts infer a causal link.

Within days Within a few weeks One to three months later Three to six months later More than six months later It happened before I did anything protected Not sure