Retaliation Attorneys in D.C.

You have the right to speak up about unlawful treatment at work—whether it’s discrimination, harassment, wage violations, or unsafe conditions. But when your employer punishes you for doing the right thing, that’s retaliation, and it’s illegal.

At The Mundaca Law Firm, we represent employees across Washington, D.C. who have been subjected to retaliation for asserting their workplace rights. Whether you were fired, demoted, reassigned, or harassed after making a complaint or participating in an investigation, our firm can help you protect your rights and pursue accountability.

What Is Retaliation?

Retaliation occurs when an employer takes negative action against an employee for engaging in a protected activity—such as reporting discrimination, complaining about harassment, or cooperating with an investigation. It can also include actions taken against an employee who stands up for others.

Examples of unlawful retaliation include:

  • Termination or demotion after filing a complaint
  • Sudden negative performance reviews after whistleblowing
  • Denial of promotions or raises after participating in an investigation
  • Harassment, exclusion, or hostility after speaking up
  • Threats, surveillance, or false accusations meant to intimidate

Retaliation can be overt or subtle—but if it’s connected to your protected activity, you may have a legal claim under both D.C. and federal law.

Protected Activities in Washington, D.C.

In D.C., employees are protected from retaliation when they engage in activities such as:

  • Reporting discrimination or harassment based on race, gender, age, disability, or other protected characteristics
  • Filing or supporting a workplace complaint (e.g., EEOC charge or internal grievance)
  • Requesting accommodations for disability, pregnancy, or religious practices
  • Reporting wage and hour violations or workplace safety issues
  • Taking protected family or medical leave
  • Opposing illegal conduct, even informally

You do not need to prove the original complaint was correct—only that you made it in good faith.

D.C. and Federal Retaliation Laws

Employees in Washington, D.C. are protected from retaliation under a number of overlapping laws:

D.C. Human Rights Act (DCHRA)

Prohibits retaliation against employees who complain about discrimination or assist in related investigations. Applies to employers with just one or more employees.

D.C. Wage Theft Prevention Act

Prohibits retaliation for asserting rights related to pay, overtime, sick leave, and wage transparency.

D.C. Family and Medical Leave Act (DCFMLA)

Protects employees who take protected leave from retaliation or interference.

Federal Laws (Title VII, ADA, FMLA, ADEA, etc.)

Each of these laws includes anti-retaliation provisions. For example:

  • Title VII prohibits retaliation for reporting workplace discrimination
  • The FMLA protects employees who take or request family/medical leave
  • The ADA protects workers requesting disability accommodations

Recognizing Retaliation: Common Signs

Retaliation is not always obvious. Red flags include:

  • Sudden negative performance reviews after speaking up
  • Being left out of meetings or opportunities you previously had
  • Changes in job duties that seem punitive or unnecessary
  • Verbal hostility, micromanagement, or isolation from coworkers
  • Disciplinary actions based on minor or previously ignored issues

If the timing of the employer’s actions closely follows your complaint or participation in a protected activity, it may support a claim of retaliation.

What Should You Do If You Suspect Retaliation?

If you believe you’ve been retaliated against, consider the following steps:

  1. Document everything
     Keep emails, notes, performance reviews, and a timeline of events.
  2. Report internally (if safe)
     File a formal complaint through HR or your company’s internal processes.
  3. Consult an employment attorney
     A lawyer can help you evaluate your claim, preserve evidence, and guide you through your options.
  4. File a charge of discrimination (if needed)
     Many retaliation claims under federal law must begin with a charge filed with the Equal Employment Opportunity Commission (EEOC) or the D.C. Office of Human Rights (OHR).

Strict deadlines may apply—you typically have 180 to 300 days from the retaliatory act to file a claim, depending on the law.

How The Mundaca Law Firm Can Help

At The Mundaca Law Firm, we understand the stress and uncertainty that retaliation causes. We’re here to help you regain control, protect your rights, and seek justice.

Our services include:

  • Evaluating whether retaliation has occurred
  • Filing charges with the EEOC or D.C. Office of Human Rights
  • Negotiating settlements, reinstatement, or severance
  • Pursuing lawsuits if necessary
  • Protecting you from further retaliation or workplace mistreatment

We represent workers from all industries and job levels—from hourly employees to executives—and we treat every case with discretion, professionalism, and care.

Possible Outcomes in a Retaliation Case

If your claim is successful, you may be entitled to:

  • Reinstatement to your job (if desired)
  • Back pay and front pay
  • Compensatory damages (e.g., emotional distress)
  • Attorneys’ fees and legal costs
  • Punitive damages in certain egregious cases

Your Voice Matters. Let Us Help You Protect It.

No one should face punishment for doing the right thing. If you’ve experienced retaliation in the workplace, you don’t have to face it alone. At The Mundaca Law Firm, we’ll help you stand up to unlawful treatment and pursue the accountability you deserve.

Contact Us Today for a Confidential Consultation

  • Phone: (202) 474-8500
  • Website: www.mundacalaw.com
  • Offices: Washington, D.C. and Annapolis, MD
  • Serving: Workers across the District of Columbia and surrounding areas

Let’s discuss your situation—and help you move forward.