Retaliation after a complaint
Adverse treatment after reporting discrimination, participating in a protected process, or raising other concerns covered by a particular law. Not every workplace complaint has the same legal protection.
San Antonio employment attorneys for employees
Something changed at work. Know where you stand.
Retaliation after a complaint. A sudden termination. Pay that does not match an agreement. Santos Law helps employees evaluate workplace problems, understand potential rights, and decide what comes next.
San Antonio office Employee-side employment matters Hablamos español
Retaliation & discriminationTermination & severanceWhistleblower & pay disputes
Employee-side representation
Workplace problems we evaluate.
We start with the underlying events, documents, and law—not just the label placed on the dispute.
Discrimination and harassment
Workplace decisions and conduct involving protected characteristics, including questions about complaints, accommodation, investigations, and an employer's response.
Termination and forced resignation
A firing, constructive discharge, or separation that may violate an applicable law, agreement, or protected right. An unfair decision alone does not necessarily establish a claim.
Whistleblower concerns
Potential protections for workers who report particular unlawful conduct. Rights and reporting requirements depend on the statute, employer, and circumstances.
Pay, commissions, and classification
Disputes involving unpaid compensation, commission agreements, overtime, contractor classification, or changes to pay arrangements.
Severance and separation agreements
Review of proposed exit terms, releases, confidentiality provisions, and practical choices before an employee signs away possible rights.
An honest assessment
Unfair is not always unlawful. The distinction matters.
A difficult manager, a disappointing review, or an abrupt firing does not automatically create a legal claim. The reason for the decision, protected activity, employer size, written terms, and timing can change the analysis.
We explain what the available facts may support, what remains uncertain, and whether negotiation, an agency process, or litigation makes practical sense.
Meet Evan SantosBefore you make your next move
Three things worth doing early.
Careful documentation and timing can help clarify an employee's options.
Record the timeline.
Write down dates, decision-makers, what changed, and any complaints or reports. Keep relevant messages and agreements you are authorized to retain.
Handle records carefully.
Do not access accounts or take company records without authorization. Preserve personal notes and lawful copies, and ask counsel about evidence questions.
Check deadlines.
Some claims require agency filings before a lawsuit. An internal investigation does not necessarily pause a legal deadline.
General information only; your circumstances may require different steps.
Working with Santos Law
Direct counsel for a consequential decision.
A clear view of what to do now, what to avoid, and what the evidence may establish.
Map the timeline.
We assess people, dates, documents, workplace policies, and potential filing requirements.
Identify the risks.
We consider evidence, potential claims, practical consequences, and possible employer responses.
Choose a path.
If engaged, we outline next steps for negotiation, agency proceedings, or litigation as warranted.
Common questions
What employees ask us first.
Ask before you sign, resign, or assume that an internal investigation protects every deadline.
Can my employer fire me for complaining?
Some complaints and reports are legally protected, and retaliation may be unlawful. The answer turns on what you reported, the applicable law, the timing, and the employer's actions. Not every workplace complaint has identical protection.
Can I talk with an attorney while still employed?
Yes. Employees often seek advice before deciding whether to report an issue, respond to discipline, resign, or sign an agreement. We can help identify the legal and practical questions.
Should I sign a severance agreement?
First understand the claims being released, payment terms, confidentiality or non-disparagement provisions, and the deadline for accepting. Once signed, a release can materially affect your options.
How long do I have to act?
Deadlines vary. Certain employment claims involve an EEOC, Texas Workforce Commission, or other agency process, sometimes on a relatively short timeline. Prompt legal review is important.
What will representation cost?
It depends on the claim and scope. If Santos Law offers representation, the written engagement agreement will explain the applicable fees and expenses before work begins.
Let's talk about what changed at work.
Call or send a brief description of your workplace concern. Do not send confidential records or rely on this form to protect an urgent deadline before representation is confirmed.
Call 24/7. Office visits by appointment.