Montgomery County Workplace Retaliation Lawyer

Workplace Retaliation Lawyer, MD and DC

A workplace retaliation lawyer helps you work out whether your employer punished you for asserting a legal right, such as reporting discrimination or harassment, and which agency and deadline apply to you. Federal, Maryland and District of Columbia laws each prohibit retaliation against employees who oppose unlawful practices or take part in a complaint process, and federal employees are also protected from retaliation for whistleblowing.

Sadiq Law Group handles workplace retaliation matters in Montgomery County, MD and Washington, DC from its Gaithersburg office. Attorney Abbas S. Sadiq reviews what you reported, what happened afterward and the dates, then explains your options in plain terms. This page is general legal information, not legal advice for your situation.

Call to Schedule Consultation +1-301-241-0110

Call to Schedule Consultation
+1-301-241-0110

Retaliation deadlines are short and differ by agency. Federal employees generally have 45 days to contact an EEO counselor at their agency.

What Counts as Protected Activity

The EEOC says the laws it enforces prohibit punishing job applicants or employees for asserting their rights to be free from employment discrimination, including harassment. Protected activity includes:

Filing or being a witness in an EEO charge, complaint, investigation or lawsuit.
Communicating with a supervisor or manager about employment discrimination, including harassment.
Answering questions during an employer investigation of alleged harassment.
Refusing to follow orders that would result in discrimination.
Requesting accommodation of a disability or for a religious practice.

Depending on the facts, a reprimand, a performance evaluation that is lower than it should be, a transfer to a less desirable position, increased scrutiny or making the person’s work more difficult could be retaliation if the employer acts because of the employee’s EEO activity. The EEOC also says that engaging in EEO activity does not shield an employee from all discipline or discharge.

How We Can Help

Each matter starts with the facts, the paperwork and the calendar. Here is what working with Sadiq Law Group on a workplace retaliation matter usually involves.

Case Review

We start with what you reported or took part in and what your employer did afterward, then compare the facts with the laws that may apply. A review usually covers:

What you reported, to whom and when.

What changed afterward, and the reason given.

Which laws and agencies cover your employer and your claim.

Common situations we review include:

Termination after a complaint

Reprimand or lower evaluation

Transfer to a worse position

Increased scrutiny

Threats or false rumors

Harder work assignments

Agency Complaints

For claims under the federal laws the EEOC enforces, a charge generally has to be filed before a lawsuit. We help prepare and file with the right office, which may be:

U.S. Equal Employment Opportunity Commission (EEOC)

Maryland Commission on Civil Rights (MCCR)

District of Columbia Office of Human Rights (OHR)

U.S. Office of Special Counsel, for federal whistleblowers

Federal Employees

Federal employees have separate paths. An EEO retaliation claim starts with an EEO counselor at the agency. Before an individual right of action appeal to the MSPB, an employee must first seek corrective action from the U.S. Office of Special Counsel, unless the action can be appealed directly to the Board.

Our work at this stage includes:

Guiding federal employees through EEO counseling

Preparing complaints to the Office of Special Counsel

Filing individual right of action appeals with the MSPB

Tracking each filing deadline along the way

Negotiation and Court

Some retaliation matters are resolved through mediation or settlement. Other matters can go to court only after the required administrative steps are finished.

Our services include:

Preparing you for mediation sessions

Reviewing any settlement or severance terms offered

Explaining what a release means before you sign

Representing clients in court when a lawsuit is the next step

Retaliation Deadlines in Maryland and DC

Each agency has its own time limit, usually counted from the date of the act you are challenging. Harassment claims can follow different time limits. Missing a deadline can end a claim, so check your dates early.

EEOC

180 calendar days, or 300 where a state or local agency enforces a law on the same basis.

Maryland (MCCR)

300 days for a complaint about an unlawful employment practice other than harassment.

Washington, DC (OHR)

One year from the act, or from its discovery, to file with the office.

Federal Employees

Generally 45 days to contact an EEO counselor at your agency.

Workplace Retaliation FAQ

What is workplace retaliation?

Retaliation is punishing an applicant or employee for asserting rights the law protects. The EEOC says the laws it enforces prohibit punishing job applicants or employees for asserting their rights to be free from employment discrimination, including harassment. Maryland law says an employer may not discriminate or retaliate against employees or applicants because they opposed a prohibited practice or made a charge, testified, assisted or participated in any manner in an investigation, proceeding or hearing. The DC Human Rights Act also makes it unlawful to retaliate against a person for exercising rights under the Act. See the EEOC’s retaliation page.

Can I be fired after I file a complaint?

An employer may not punish you for filing an EEO charge or complaint. But the EEOC also says that engaging in EEO activity does not shield an employee from all discipline or discharge, and that employers are free to discipline or terminate workers if motivated by non-retaliatory and non-discriminatory reasons. Read more in our post Can an Employer Fire You After an EEOC Complaint?

How long do I have to file a retaliation complaint?

It depends on the agency. In general, an EEOC charge must be filed within 180 calendar days, extended to 300 calendar days where a state or local agency enforces a law that prohibits employment discrimination on the same basis. For age claims, the deadline is not extended if only a local law prohibits age discrimination. A complaint to the Maryland Commission on Civil Rights about an unlawful employment practice other than harassment must be filed within 300 days. A complaint to the DC Office of Human Rights must be filed within one year of the act or its discovery. Federal employees generally must contact an EEO counselor within 45 days.

What protects federal whistleblowers?

According to the U.S. Office of Special Counsel, an agency official shall not retaliate against an employee for whistleblowing, or because the employee filed a complaint, grievance or appeal. Protected disclosures are those the employee reasonably believes show a violation of a law, rule or regulation, gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety. Before filing an individual right of action appeal, an employee must first seek corrective action from the Office of Special Counsel. See our MSPB Appeals Lawyer page.

Does my original complaint have to be proven?

Not necessarily. The EEOC says participating in a complaint process is protected from retaliation under all circumstances. Other acts to oppose discrimination are protected as long as the employee was acting on a reasonable belief that something in the workplace may violate EEO laws.

Last updated November 12, 2026. This page is general legal information, not legal advice.

Talk With a Workplace Retaliation Lawyer in Gaithersburg

If you think you were punished for speaking up, write down what you reported, to whom and when, and what changed afterward, and keep copies of emails, reviews and schedules. Sadiq Law Group meets with clients at 555 Quince Orchard Road, Suite 280, Gaithersburg, MD 20878.

Call 301-241-0110 to schedule a consultation, or read more about our Employment practice, our Workplace Discrimination Lawyer and Workplace Harassment Lawyer pages, and EEOC claims.