If you’ve faced adverse action—such as demotion, termination, reduced hours, or unfair discipline—after asserting your legal rights at work in New Jersey, you may be experiencing illegal retaliation. At The Lacy Employment Law Firm, founding attorney Andrew Lacy Jr., Esq. leverages his Biglaw expertise and passion for justice to protect individuals—not corporations—against retaliation under both federal and New Jersey law.
Legal Framework: Federal & New Jersey Protections
Employees in New Jersey are safeguarded against retaliation by both federal and state statutes:
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Under Title VII of the Civil Rights Act, CEPA (New Jersey’s Conscientious Employee Protection Act), and other labor laws, employers are prohibited from taking adverse actions against employees who engage in protected activity, such as reporting discrimination or unsafe working conditions.
New Jersey’s whistleblower protections, including CEPA, safeguard employees who speak up about illegal or unethical conduct—shielding them from wrongful retaliation such as termination, demotion, or harassment The Lacy Employment Law Firm.
Common Examples of Retaliation
Retaliation can take many forms, including:
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Termination, demotion, or reduced responsibilities
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Hostile treatment or exclusion
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Pay cuts or schedule changes
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Disciplinary actions following protected complaints
If you’ve experienced any such consequences after reporting wrongdoing, you may have a valid retaliation claim.
How Our New Jersey Retaliation Lawyers Can Help
At The Lacy Employment Law Firm, we support your fight every step of the way:
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Clarify your legal rights under New Jersey and federal retaliation laws.
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Evaluate your case for whistleblower or retaliation claims, including CEPA or Title VII violations.
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Assist with internal reporting and documentation to establish a timeline and evidence for your claim.
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File claims with administrative bodies such as the EEOC or the New Jersey Division on Civil Rights.
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Negotiate settlements or litigate on your behalf for compensation, reinstatement, or punitive damages.
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Ensure accountability for employers who retaliate against employees for asserting their rights.
For guidance on how to navigate the internal complaint process and build a compelling case, see our EEOC Conciliation guide The Lacy Employment Law Firm.
When Should You Contact a Lawyer?
You should consult a retaliation attorney promptly if:
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You were punished after reporting discrimination, harassment, unsafe working conditions, or other legal violations.
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You faced retaliation after requesting accommodations or speaking up about policy noncompliance.
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You suspect your complaint triggered the retaliatory action.
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You’re unsure how to proceed with administrative or legal claims.
Time is of the essence—don’t wait until your rights lapse.
How to Seek Help in New Jersey
If you believe you’re experiencing workplace retaliation:
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Document every incident, including dates, witnesses, actions taken, and any communications.
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Keep records of your protected activity (e.g., emails, reports, HR interactions).
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File a complaint internally, and/or with the EEOC or NJ Division on Civil Rights.
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Contact a qualified attorney to evaluate your case and guide you through the process.
See our Employment Law page for consultation options and how we can help you forward your case The Lacy Employment Law Firm.
Why Trust The Lacy Employment Law Firm?
At The Lacy Employment Law Firm, you’re not just a case—you’re a person whose rights we passionately defend.
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Contingency-based representation means you pay nothing unless we win.
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Remote-first approach makes legal help accessible from anywhere in New Jersey.
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Transparency and communication are standard: we explain every step clearly and promptly.
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Proven legal leadership—through ACHIEVED jury verdicts, federal clerkships, and high-level training—ensures your voice is heard and your rights are protected The Lacy Employment Law Firm+1.
