Retaliation cases are some of the strongest employment cases to prove.

Added: 2026-05-25

[00:00:00]Here's a case I'm always looking to take as an employment lawyer. I'm the work [music] girl bringing inside a workplace information to your feed. I'm also an employment lawyer in New York and New Jersey, [music] although this is not employment legal advice. I'm always looking to take on true retaliation [music] cases. Now, I know we use the term retaliation very loosely in everyday world, but here's what I mean by retaliation. [music] One, you engaged in a protected activity, right? You made a complaint to [music] HR or your manager, and you said that you're being treated differently based on a protected class, like your race, gender, [music] national origin, disability, or you reported something that's illegal, like whistleblowing, or maybe [music] you took leave and you're being treated differently. That's what I mean when I say retaliation. There's that first bucket of you making that protected [music] activity, you making that complaint, and two, there's a tangible adverse [music] employment action, meaning you were terminated, you were demoted, you received [music] a PIP with less pay, decreased pay, you're probably going to be exited. Now, that's what I'm looking for, [music] a tangible adverse employment action close in time to when you made that complaint.

[00:01:09]I'm talking about a couple days, weeks, maybe a month or two, nothing more than that, right? [music] When you have that timeline of that activity, protected activity, and that adverse [music] employment action, it's really hard for your employer [clears throat] to argue anything else. And so, I'm always looking to take on those cases. They're my strongest cases.