“If you see something, say something” is a healthy principle for being a positive contributor in any environment. But standing up for yourself and others at work can be scary. You’re not alone if you worry about harassment or retaliation should you call out a microaggression in a meeting, lodge a grievance with HR, or report your employer’s behavior to a government agency. 

Here are some considerations when you’re deciding whether to speak up or stay silent.

Is the situation dangerous or illegal?

In some cases, the issue you want to report may be more than just bothersome to you. Maybe it’s putting you or someone else in danger or breaking the law. If that’s the case, consider the risk of not speaking up as well as the risk of retaliation. 

If you, your coworkers, your customers, the public, or the company itself could be harmed if the problem continues, get support to take some kind of action—even if all you can do is walk away from the job. 

The American Bar Association can point you to free resources, including a licensed attorney in your area who may offer a free or low-cost consultation. If you must report the issue to a government agency, consult the Department of Labor’s protections for whistleblowers for information about your rights. Empower Work peer counselors don’t give legal advice, but we can share vetted legal resources, refer to nonprofit or government resources for information, or discuss options for connecting with legal aid or attorney services.

However, often the situation you want to speak up about isn’t dangerous or illegal. Instead, it’s something unethical, offensive, or unfair. In that case, your considerations are different.

What is the retaliation you fear?

Sometimes it’s a good idea to understand the worst-case scenario. What is the retaliation you’re afraid of? Is it losing your job or having your hours cut back? A demotion or loss of opportunity to advance? Or are you concerned about how your boss or coworkers will treat you if you rock the boat? By understanding what the possibilities are, you’re in a better position to weigh your options. 

One Empower Work user shared that HR was responsive, but they were still uncertain they’d be protected.

“I have an upcoming meeting with HR and believe they have opened an investigation of our small staff after I spoke with them about feeling uncomfortable in my new job. I believe the senior staff is making my job impossible to learn and reporting to my boss inaccurate information. I am concerned about being fired and retaliation.”

Have you seen other employees experience retaliation?

In some workplaces, everybody’s walking on eggshells. In others, leaders may even encourage dissent or consider it a sign of engagement or taking initiative. If other people have raised their voices about issues in your workplace, what responses have they gotten? Think about whether there are some topics people discuss freely and others that seem off-limits. Also consider if the reactions are different depending on who is making a claim and who is receiving it.

One Empower Work user’s fear was rooted in what they’d witnessed.

“I'm worried if I complain [about being overworked] the manager will retaliate and cut my hours back. He's done it to other employees.”

What will happen if you do nothing?

Some of the situations people text about to Empower Work are unsustainable.

“I've been tasked with 2 jobs at once … When I'm not here the task is divided up between 2 people. Its exhausting running back and forth. … Its horrible. I'm mentally and physically exhausted.”

This worker needed support to prioritize their well-being and find their next steps despite the concerns about speaking up.

What’s the right channel to address the situation?

It’s important to tackle a problem at the right time and with the right people. Sometimes, it’s appropriate to express your concern publicly. For example, you might state your objection to a workplace practice in a meeting. If your issue is with a coworker, think about whether you could handle the situation in private. Consider whether you’re better off talking to your manager, HR, or someone else, such as the owner of the company.  

This worker had tricky workplace relationships to negotiate.

“I have information that supports my direct senior manager as relaying untruthful information, but she is very close with my boss.”

Make a plan.

You’re not alone if you fear that your employer may react poorly and retaliate if you voice your needs or report wrongdoing. Ultimately, you can’t control how people will respond to your speaking out. You can evaluate your risks and make choices that minimize them. If you’re worried about retaliation and you’d like support for navigating a tough situation, Empower Work peer counselors are here for you. Text us at 510-674-1414.

*Note: Empower Work provides non-legal support for workplace challenges. This information, while authoritative, is not legal advice or guaranteed for legality. Employment laws and regulations vary by state. We recommend consulting with state resources for specific interpretation and decisions. If you believe you were discriminated against in violation of the law, we recommend you seek legal advice.