To prove retaliation, you generally need to show three things:
- You engaged in a protected activity — like reporting discrimination, filing a complaint, or cooperating in an investigation
- Your employer took an adverse action — termination, demotion, pay cut, hostile treatment
- There's a connection — the adverse action followed your protected activity closely enough to suggest it wasn't a coincidence
Helpful evidence includes:
- Emails or texts showing the timeline
- Performance reviews that changed after your complaint
- Witness accounts from coworkers
- HR records, written warnings, or disciplinary notices
- Any communications referencing your complaint
The closer in time the retaliation followed your report, the stronger the inference.
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