When employees speak up about illegal or unethical conduct in the workplace, they are often taking a personal and professional risk. We know how difficult it can be to report wrongdoing, especially when the fear of retaliation is real. Whistleblowers play an essential role in holding companies, government agencies, and employers accountable. That’s why both federal and Illinois laws provide protections to shield whistleblowers from retaliation, including termination, demotion, or harassment.
At North Suburban Legal Services, we work with employees across Chicago who have experienced retaliation after reporting misconduct. Whether you’ve raised concerns about fraud, safety violations, discrimination, or wage theft, the law is on your side. But to protect your rights, you must understand the legal framework and act quickly.
Whistleblower retaliation occurs when an employer punishes an employee for reporting illegal, unethical, or unsafe practices. Retaliation can include firing, demotion, reduced hours, exclusion from projects, or a hostile work environment. Under both federal and Illinois law, these actions are illegal if they are in response to a good-faith report of misconduct.
Retaliation is prohibited under multiple statutes, including Title VII of the Civil Rights Act of 1964, the Occupational Safety and Health Act (OSHA), the Sarbanes-Oxley Act (SOX), and the Illinois Whistleblower Act (740 ILCS 174/). These laws protect employees who report violations internally or to a government agency.
Under the Illinois Whistleblower Act (740 ILCS 174/15), employers may not retaliate against an employee for:
This state law applies to private and public employees and provides the right to sue for damages, reinstatement, and attorney’s fees.
Several federal laws also offer whistleblower protections, depending on the type of misconduct reported. For example:
Many of these laws have strict deadlines for filing a retaliation claim, sometimes as short as 30 or 90 days. That’s why you should speak to our attorneys today.
Retaliatory discharge is a wrongful termination claim recognized under Illinois common law. To bring a valid claim, the employee must show:
Examples include firing an employee for filing a workers’ compensation claim or reporting criminal activity. Illinois courts have upheld employee rights in these cases under both statutory and common law protections.
Retaliation can include termination, demotion, harassment, suspension, reduced hours, or being excluded from promotions or projects. If these actions follow your report of illegal or unethical behavior, you may have a claim under Illinois or federal law.
Not always. Under the Illinois Whistleblower Act, you are protected even if you report misconduct internally—such as to a supervisor or human resources department. However, reporting to an outside agency can further strengthen your legal position.
No. Both OSHA and the Illinois Whistleblower Act protect employees who report unsafe conditions. If you are fired or disciplined after raising safety concerns, you may be able to file a complaint with OSHA and pursue a wrongful discharge claim.
The timeline depends on the law that applies. For example, OSHA complaints must generally be filed within 30 days of the retaliation. Some federal laws allow up to 180 days. In Illinois, common law retaliatory discharge claims must be filed within five years, but it’s always better to act quickly.
Yes. Under 740 ILCS 174/20, the Illinois Whistleblower Act protects employees who refuse to engage in illegal conduct. If you were fired or disciplined for refusing to follow an unlawful directive, you may have a valid claim.
Successful whistleblower and retaliation claims may result in reinstatement to your former position, back pay, front pay, compensatory damages for emotional distress, and reimbursement for legal fees. In some cases, punitive damages may also be awarded.
Document everything—emails, performance reviews, changes in duties, and communications related to your report. Then contact an employment attorney immediately. Taking early action helps preserve your rights and strengthens your case.
No. Whistleblower protections apply if you had a reasonable belief that the law was being violated—even if it turns out no violation occurred. The key issue is whether your report was made in good faith.
No one should be punished for doing the right thing. If you’ve experienced retaliation after reporting misconduct, let us help you take the next step. At North Suburban Legal Services, we fight for employees across Chicago who need a strong legal advocate.
Contact our Chicago employment law attorneys at North Suburban Legal by calling 312-909-6089 to receive your free consultation.