Standing up for yourself at work shouldn’t cost you your job—but for many employees in Maryland, speaking out leads to exactly that. Whether it’s reporting discrimination, filing a complaint, or refusing to engage in illegal activity, employees who assert their rights sometimes face punishment from their employers. That punishment, when it’s tied to protected activity, is called retaliation—and it’s illegal.
Understanding your rights as a Maryland employee is the first step to protecting yourself. In this post, we’ll break down what retaliation is, what laws protect you, and what you can do if you’ve experienced it.
What Is Retaliation?
Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity. This punishment can take many forms—termination, demotion, reduced hours, pay cuts, exclusion from projects, or hostile treatment. When the reason for these actions is your attempt to assert a legal right, the employer may be in violation of state or federal law.
Protected Activities Under the Law
You are protected from retaliation when you take certain actions that the law encourages or allows. Some examples of protected activities include:
- Reporting workplace discrimination or harassment (internally or externally)
- Filing a complaint with the EEOC or Maryland Commission on Civil Rights (MCCR)
- Participating in an investigation into workplace discrimination
- Reporting wage theft or unpaid overtime
- Requesting family or medical leave (FMLA)
- Asking for a reasonable accommodation for a disability or religious belief
- Reporting unsafe working conditions
- Refusing to engage in illegal acts at the employer’s request
- Whistleblowing on fraudulent or illegal conduct
Even if your complaint or concern turns out to be unsubstantiated, you are still protected if you made it in good faith.
What Retaliation Looks Like
Retaliation doesn’t always come in the form of immediate termination. Sometimes it’s subtle, such as a sudden drop in performance reviews or being passed over for promotions after speaking up.
Here are some common signs of workplace retaliation:
- You were fired shortly after filing a complaint or requesting leave
- You received negative performance reviews without a clear explanation
- You were excluded from meetings or removed from important projects
- Your workload was increased unfairly, or your responsibilities were diminished
- You were transferred to a less desirable location or shift
- You were subjected to new disciplinary actions that don’t align with your history
If you notice a significant change in how you’re treated after taking a protected action, your employer’s behavior may be retaliatory.
Legal Protections for Maryland Employees
Maryland employees are protected by both federal and state laws.
Federal Laws:
- Title VII of the Civil Rights Act – Protects employees from retaliation after reporting discrimination or harassment based on race, sex, religion, national origin, and more.
- Americans with Disabilities Act (ADA) – Protects employees requesting accommodations for disabilities.
- Age Discrimination in Employment Act (ADEA) – Covers workers age 40 and over.
- Family and Medical Leave Act (FMLA) – Protects employees who take qualifying medical or family leave.
- Occupational Safety and Health Act (OSHA) – Covers employees who report unsafe working conditions.
Maryland Laws:
- Maryland Fair Employment Practices Act – Prohibits retaliation for reporting or opposing unlawful workplace discrimination.
- Maryland Whistleblower Protection Act – Protects state employees who report illegal or unethical conduct.
- Common law protections – Maryland courts also recognize wrongful discharge in violation of public policy, which includes firings based on whistleblowing or refusal to commit illegal acts.
What to Do If You’re Facing Retaliation
If you believe your employer retaliated against you, take action as soon as possible. Retaliation claims often have strict filing deadlines, so timing matters.
1. Document Everything
Keep detailed records of:
- Complaints you made (emails, written reports, etc.)
- When and how you made them
- Any changes in how you were treated after the complaint
- Communications from supervisors or HR
- Performance reviews before and after the protected activity
A written timeline and saved emails or text messages can be powerful evidence.
2. File a Complaint with the Right Agency
Depending on the nature of the retaliation, you may need to file with:
- EEOC (for discrimination-based retaliation)
- Maryland Commission on Civil Rights (MCCR)
- OSHA (for safety-related retaliation)
- Department of Labor (for wage or FMLA retaliation)
These agencies will investigate your claim and may issue a Right to Sue letter if your case is not resolved through their process.
3. Speak with an Employment Attorney
Retaliation cases can be complicated, and employers often try to cover their tracks. An experienced employment lawyer can help you:
- Determine whether your situation qualifies as retaliation
- File complaints with the right agencies
- Negotiate a settlement
- Take your case to court if necessary
Most employment attorneys offer free consultations, and many work on contingency.
What You Could Recover
If your retaliation claim is successful, you may be entitled to:
- Back pay (lost wages and benefits)
- Reinstatement (in some cases)
- Compensatory damages (for emotional distress)
- Punitive damages (for willful misconduct)
- Attorney’s fees and costs
Each case is different, but the law is designed to make employees whole after unlawful retaliation.
Final Thoughts
Retaliation is not just unfair—it’s illegal. Employees in Maryland have strong protections when they speak up about discrimination, safety, wages, or other workplace violations. If your employer punished you for doing the right thing, you don’t have to stay silent.
By recognizing the signs, documenting what happened, and seeking legal guidance, you can hold your employer accountable and fight for the justice you deserve. We recommend Chicklo Law.