What does "retaliation" refer to in employment law?

Retaliation in employment law specifically pertains to negative actions taken against an employee as a result of that employee engaging in protected activities, such as reporting discrimination, filing a complaint, or participating in investigations. This legal concept is designed to safeguard employees from being penalized for asserting their rights or voicing concerns about workplace injustices.

When an employee reports discrimination or harassment, they are exercising their rights under various employment laws, such as Title VII of the Civil Rights Act. If the employer responds by taking adverse action—such as demotion, termination, reduced hours, or other forms of punishment—this constitutes retaliation. The law aims to encourage employees to come forward without fear of retribution, thereby promoting a fair and safe working environment.

The other options do not relate to the concept of retaliation. Voluntary job termination refers to an employee's choice to leave a position, while performance reviews involve assessing an employee's work. Collective agreement negotiations pertain to discussions between employees and employers regarding working conditions and terms of employment but do not address retaliation specifically.