Retaliation At Work
Retaliation at work, usually called victimisation in Australian law, is a separate breach in its own right. It does not depend on the original complaint being substantiated. A person whose allegation is not upheld is still protected from detriment for having made it.
What counts is considerably broader than dismissal. Reduced shifts or hours. Being moved while the other person stays. Exclusion from meetings or projects. A sudden change in a performance rating. A flexible arrangement withdrawn after two years. Being frozen out socially.
Witnesses are protected on the same basis, which organisations forget almost universally.
The practical control is to review what changed for everyone involved three months after any matter closes, rather than assuming it ended when the file did. That single review catches most of it.
The Australian Human Rights Commission covers victimisation. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s whistleblower course and sexual harassment course.
Fired For Speaking Up? Real-World Examples Of Retaliation Harassment In The Workplace
Have you ever voiced a concern at work, only to feel like you suddenly have a target on your back? One day you’re part of the team, and the next, you’re getting the “cold shoulder” or “randomly” lose your best shifts. In Australia, we value a “fair go.” However, unfortunately, retaliation and harassment in the […]
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