Understanding Sexual Harassment Retaliation: What the Statistics Reveal
Sexual harassment remains one of the most reported—and under-addressed—forms of workplace misconduct. But what often goes unspoken is what happens after someone reports harassment. For many employees in New Jersey and across the country, retaliation follows quickly after speaking out, making it even harder for victims to come forward.
At NJ Employment Lawyers, LLC, we fight for individuals who’ve not only endured harassment but also suffered professional consequences for having the courage to report it. Understanding the scope of retaliation—and your legal rights—is the first step in protecting yourself and reclaiming your voice.
What Is Sexual Harassment Retaliation?
Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity. Reporting sexual harassment, participating in an investigation, or supporting another employee’s complaint are all protected activities under both federal and New Jersey law.
Retaliation can take many forms, including:
- Being demoted or denied promotions
- Unwarranted disciplinary actions
- Changes to job responsibilities meant to punish or isolate
- Being excluded from meetings or projects
- Hostile treatment from managers or coworkers
- Wrongful termination
What the Numbers Say
Statistics paint a sobering picture of the reality many employees face. According to data from the U.S. Equal Employment Opportunity Commission (EEOC):
- More than 50% of all workplace discrimination claims filed with the EEOC involve retaliation.
- Of the sexual harassment charges filed, nearly three-quarters also include a retaliation component.
- Fear of retaliation remains the #1 reason employees choose not to report sexual harassment.
In New Jersey, the numbers reflect similar trends. Many workers are harassed, speak up, and then face swift consequences—not from the harasser, but from their employer.
Your Legal Protections Under New Jersey Law
New Jersey’s Law Against Discrimination (NJLAD) offers broad protection to employees who report sexual harassment. It prohibits employers from retaliating against anyone who complains about discrimination or harassment, supports another employee’s claim, or participates in an investigation or lawsuit.
If you’ve experienced retaliation, you may be entitled to reinstatement, back pay, compensatory and punitive damages, and attorney’s fees. Additionally, courts may order policy changes or workplace training to prevent future incidents.
How to Protect Yourself
If you’re planning to report harassment—or already have—consider these steps to protect your rights:
- Document Everything: Keep records of your report, any follow-up communication, and any retaliatory actions you experience.
- File a Formal Complaint: Use your company’s HR process to document the issue internally.
- Avoid Isolated Conversations: Try to have witnesses present when meeting with management or HR.
- Consult an Employment Attorney: A lawyer can help you understand your options and determine whether legal action is appropriate.
For a deeper dive into retaliation trends and your rights, explore our page on Sexual Harassment Retaliation Statistics.
How NJ Employment Lawyers, LLC Can Help
We have extensive experience handling cases involving both sexual harassment and retaliation. Our team understands how difficult it can be to come forward—and how devastating retaliation can feel. That’s why we provide compassionate legal guidance, fierce advocacy, and a commitment to holding employers accountable.
Whether you’re still employed or have been wrongfully terminated, we’ll help you assess your case and fight for the justice you deserve.
Contact NJ Employment Lawyers, LLC
If you believe you’ve faced retaliation after reporting harassment, you don’t have to face it alone. Contact NJ Employment Lawyers, LLC today for a confidential consultation with an experienced attorney.
Contact Information:
101 Eisenhower Pkwy #300
Roseland, NJ 07068
(973) 358-7027
