If you have made a complaint to an internal manager or an external agency about an work issue about which you are concerned, it is likely that you may wonder how this will be received at work. You may, for example, worry that your manager will get angry about your complaint. You may even fear that the complaint could negatively affect your career opportunities.
Being retaliated against because of a complaint is a common fear in workplaces across the country. This is why there are now laws in place to protect workers from retaliation, as it is unlawful to retaliate against employees for making a complaint. Many retaliatory actions are intentional, but an employer could also be accused of unintentional retaliation.
What is unintentional retaliation?
Unintentional relation can occur when an employer has generally good intentions, but they are misguided in their approach. These good intentions can lead to the whistleblower suffering from an indirect version of retaliation as a result, which should never happen.
An example of unintentional retaliation could be a situation in which a worker complains that they are being harassed by a coworker on their team. The manager may try to resolve the issue by moving the coworker who made a complaint to another team. This could mean that they feel displaced and alienated when they were never the one at fault.
If you believe that you have been affected by unintentional retaliation, it is still possible to take action to enforce your rights. As an employee, you should never have to suffer due to the complaint you made.