Frequently Asked Employment Law Questions - Retaliation

It is also unlawful under federal and Illinois law for an employer to terminate an employee in retaliation for other types of protected activity, such as opposing an unlawful employment practice or policy, objecting to, complaining about, or reporting discrimination, filing a charge of discrimination or harassment with the EEOC, or filing a lawsuit for employment discrimination or harassment. 

Under federal law, there are many types of tangible adverse employment actions that count as unlawful retaliation, even when the employee is not terminated.

An employee does not have a claim for retaliatory discharge merely because he or she engaged in protected activity and was terminated.  It is the employee’s burden of proof to establish a causal connection between the protected activity and the adverse employment action.