Workplaces can become toxic with little advance warning. Sometimes, a worker informs their manager or teammates about a protected characteristic, such as their religion. That may lead to this treatment from coworkers while management does nothing to intervene.
Other times, it might be management and executives within the company who treat a worker poorly. If a worker reports harassment, expresses concerns about safety violations or otherwise makes use of their basic employment rights, the company may start to punish them. Although retaliation is illegal, businesses often try to make life miserable for workers who assert their rights.
Perhaps someone has started getting scheduled for the worst shifts possible or faces constant criticism from their supervisor. They may want to quit because of the toxic work environment. Unfortunately, doing so can be a mistake.
Quitting often makes taking legal action more difficult
A worker dealing with a hostile work environment and on-the-job retaliation can take legal action against their employer. If the courts rule in their favor, the employer may have to alter how it treats that worker and might even need to provide financial compensation for the consequences of the company’s conduct.
While it is still theoretically possible to take legal action after leaving a job, it can be more difficult. Workers may be able to raise claims of constructive discharge. That is a way of saying that the company essentially forced them to quit by mistreating them or retaliating against them.
Retaliation does not need to involve a firing. Treating a worker poorly and making their day-to-day life on the job miserable can also be illegal forms of employer retaliation. Those who stay at the company despite their negative experiences can potentially gather more evidence as they prepare for court.
Ideally, someone dealing with a toxic work environment stays with the company until the resolution of their legal case. However, if someone has already quit, they may still have options available to them. The sooner a worker discusses the retaliation they’ve had to endure on the job with a skilled legal team, the better their chances of preserving their career and prevailing if they take legal action.