What constitutes "retaliation" in employment law?

Retaliation in employment law specifically refers to adverse actions taken against an employee as a direct response to that employee engaging in protected activities. These activities can include filing a complaint about discrimination, participating in an investigation regarding workplace violations, or asserting rights under labor laws. The crucial aspect is that the action taken must be adverse, meaning it negatively impacts the employee's job or work environment, and it must be linked to the employee's involvement in these protected activities.

In this context, adverse actions might include termination, demotion, a pay decrease, unfavorable work assignments, or any form of intimidation or harassment. Recognizing the link between the protected activity and the adverse action is essential to establish that retaliation has occurred. Therefore, the understanding of retaliation centers around the protection of employees from such negative repercussions when they assert their rights within the workplace.