What Are the Signs of Unfair Treatment at Work?

Unfair treatment at work includes discrimination, pay gaps, and biased promotions, impacting employees’ well-being and career growth. Recognizing signs like harassment, favoritism, and wrongful termination helps employees take action against workplace discrimination.

By Douglas Wade, Attorney

Email | Call (800) 484-4610

Have a quick question? We answered nearly 2000 FAQs.

Table of Contents

1. What Does “Unfair Treatment at Work” Mean?

2. Examples of Unfair Treatment in the Workplace

3. Signs That You May Be the Victim of Unfair Treatment on the Job

4. Five Steps Workers Can Take to Prove Unfair Treatment on the Job

5. When Your Boss Treats You Unfairly on the Job, Can You File a Lawsuit?

6. FAQs

What Does “Unfair Treatment at Work” Mean?

Who doesn’t want to work for their dream company, make good money, and feel safe in the workplace? So, it can be upsetting to be treated badly at work.

It is possible that the company you would like to work for is engaged in discriminatory practices in the workplace, such as sexism. In the United States, it is against the law to treat employees unfairly on the job. To lessen prejudice in the workplace, appropriate measures must be taken to combat discrimination against employees.

It is a good idea to familiarize yourself with the telltale signs of unfair treatment in the workplace and how best to respond to it. Keep reading for more information.

When employees are treated unfairly on the job, it can be referred to as work discrimination or employee discrimination. Harassment can take many forms, from subtle comments about one’s clothing to overt acts of sexual harassment.

Discrimination in the workplace is characterized by the unfair treatment of one or more groups of employees. As a result, other people find themselves in a more advantageous position.

One example is when a senior manager uses your gender as an excuse to deny you a long-overdue promotion. At the same time, they might give the same job to someone who isn’t as skilled, which would benefit them.

Examples of Unfair Treatment in the Workplace

Having some examples on hand will help you better recognize signs of unfair treatment or discrimination at work:

An employer that demands sexual favors from you before promoting you
If a recruiter finds out that you plan to have a family in the future, they may rescind their offer of employment
Disparaging comments made by coworkers about an employee’s gender, sexual orientation, color, or religion
People of a certain ethnicity do not have enough access to training possibilities.
Someone making up stories about you that aren’t true
A wage gap between two workers performing the same work
Turning down requests for reasonable accommodations from employees who are pregnant or have disabilities
Eliminating jobs in order to fire certain employees
Wrongful termination

Signs That You May Be the Victim of Unfair Treatment on the Job

If you want to know how to spot unfair treatment on the job, these are the top seven indicators:

Disparaging Remarks or Jokes

Having insulting remarks made about you is a typical indicator of unfair treatment on the job. Take this example: when you’re not looking, a group of male coworkers makes sexual jokes about you. To make you feel uneasy, they could even make crude remarks about other things in your immediate vicinity. Other people in the office might also talk about their private sexual experiences, which is unsuitable in the workplace.

Some people may even try to bring you down by making derogatory remarks about you. A coworker who is vying with you for a promotion, for example, might fabricate stories about you in the office.

As a result, individuals may start treating you badly and calling you names. If you are the target of adultery rumors, coworkers may label you a “homewrecker” or something similar.

As a result of prejudice, your coworkers or superiors may also criticize your job performance. For example, they could consistently dismiss your ideas as “average” or “poorly crafted” even before you’ve seen them.

Managers and coworkers may also use sexist language toward you. There should be repercussions for such conduct in the workplace. When you experience unfair treatment at work, it is crucial that you speak out.

To learn more about examples of discrimination in the workplace, you can consult with an attorney.

Pay Gaps

In the United States, women earn 16% less than men. This kind of unfair treatment at work is known as discrimination based on gender. A lot of businesses think men are more productive than women because they supposedly put more effort into their jobs and less into personal matters like relationships and family planning.

That isn’t always true, but women are still treated unfairly at work because of such bias. You might get paid less per hour than male coworkers who aren’t as skilled.

Pay discrepancies arise as a result of such salary differences across organizations. Office workers who identify as LGBT may face a wage gap with their heterosexual male and female counterparts.

Women may expect to earn 84 cents for every dollar that a man makes on the same job. Similarly, non-Hispanic males earn more than Black women do at the same job.

As a safeguard against this kind of discrimination in the workplace, the government has implemented the Equal Pay Act. Still, a lot of businesses practice this kind of discrimination on the job.

A lot of businesses also think that equal pay won’t be the rule until 2056. To address a wage disparity in the workplace, you have the option to submit a complaint with the Equal Employment Opportunity Commission (EEOC).

Unfair Promotion Methods

Discriminatory promotion tactics are another form of unfair treatment in the workplace. Executives in charge of hiring decisions may reject applicants on the basis of their gender, color, or sexual orientation.

For example, in the United States, managers barely account for 5% of the workforce. Black workers make up about 12% of the private sector workforce overall.

This number demonstrates that Black workers do not receive many promotions, which is often a result of biased promotion policies. The majority of companies would rather have white people in leadership roles.

There is also the possibility that these promotion tactics are accompanied with discrimination based on sexual orientation or gender. Promotions for women are, for instance, far less common than for men in the workforce. No matter how hard they work, employees who identify as LGBTQIA+ may still not advance in their careers. That is why companies should have rules in place to prevent unethical methods of promotion.

Additionally, some upper-level supervisors misuse their position of authority by requesting sexual or financial favors from lower-level employees. If you notice any of these red flags, it’s time to speak up about unfair treatment in the workplace.

To address employment discrimination, file a complaint either internally or externally.

Not Being Allowed to Participate in Workplace Events

Unfair treatment in the workplace might not always be easy to spot. The company might not have a pay gap, but it might treat some workers badly.

To keep you from concentrating on your job-related projects, a team leader could give you trivial chores. There are a lot of possible causes for their behavior, including biases towards your gender or sexual orientation.

If you’re a woman on the team, your boss could assign you mundane tasks like running errands for coffee and printing. And if there’s a gay person on staff, they can just flat-out refuse to assign them any work.

Treatment of workers as outsiders in the workplace is known as marginalization. This is due to the fact that unfair practices do not affect all workers. Here are some more instances where individuals are denied opportunities:

Keeping some employees out of team meetings
Having a worker put in extra hours on unrelated projects
Executives using a competent employee as a personal assistant to do things like food shopping for them
It is possible to lodge a formal complaint with the HR department if you feel that your employer has unfairly excluded you from company-sponsored training or other activities.

Before filing a complaint, be sure you’re dealing with the correct individual or division by reviewing the company’s rules.

Preference on the Job

Discrimination in the workplace occurs when an employer shows bias toward an employee based on their personal attributes. For example, they could show greater courtesy to female employees who match their aesthetic preferences.

One possible indicator of favoritism in the workplace is when a top manager insists on inviting the same male employee to every single business meal and meeting. This doesn’t mean that any given trait necessarily indicates bias in the workplace.

It is not discriminatory, for example, if a senior manager frequently compliments an employee or assigns them assignments because of their strong work ethic. There is no evidence of bias at work when high-performing employees are given additional opportunity to work on projects.

Because of this, you should not accuse an employer of bias without first carefully observing the scenario. An obvious sign of unfairness may be assigning crucial work to someone who performs poorly.

Another way a boss might demonstrate partiality is by giving you another employee’s workload so they don’t have to work as hard. To get the coworker’s job done, you might have to put in extra hours.

Another form of bias is disciplinary action for a mistake that was ignored when another employee made it before.

You Are Constantly the Target of Hostile Behavior

An unpleasant work atmosphere can have a detrimental impact on your mental health and ultimately lead you to leave your position. On the other hand, you shouldn’t have to resign from your employment because of unfair treatment. Litigation or internal complaints will ensure that the aggressor faces repercussions for their actions.

When coworkers feel threatened, scared, or otherwise uneasy, it’s likely that the workplace is hostile. Hostile conduct at work encompasses all forms of harassment.

Harassment of any kind in the workplace is illegal, according to the EEOC. For this reason, you should never sit on your hands but should instead take decisive action against your abuser.

Some forms of workplace antagonism include comments made about your looks, ideas, or personal life. Coworkers might be rude and push you around as well.

Supervisors can also be abusive if they bully their employees. They could do the following:

Frequently need you to work beyond your normal schedule
Set a due date for you during lunch.
Don’t let you take breaks.
Despite your discomfort, insist on having pointless one-on-one dinners with the pretext of “business.”

In order for such actions to be considered illegal, they must be continuous. A single critical comment about your work might not be an indication of unfair treatment on the job.

But if one boss frequently criticizes your ideas, it might be a sign of discrimination in the workplace.

Things Have Gone From Hostile to Aggressive

Abuse of workers qualifies as severe and harsh treatment when hostile conduct escalates to physical or mental aggression. There will be fewer obstacles when submitting a complaint to the EEOC if you fulfill this requirement.

Keep in mind that physical acts of violence, such as someone pushing you to the ground, are not the only forms of aggressiveness. It might also take the form of malicious verbal attacks directed at your private life.

It is also possible for a boss to act cruelly toward you. For example, they could summon you to the office on days when you are not scheduled to be there. They could even force you to work late into the night.

Your bosses may also intentionally put you through unnecessary stress by assigning you too much work. Certain hostile situations, like sexual harassment, might put your safety in jeopardy. In these horrible situations, it’s okay to leave the office and quit.

Nevertheless, you should not hesitate to address the pushy manager or coworker in a proactive manner. It is a clear violation of Title VII of the Civil Rights Act for anybody to engage in such aggressive behavior. You deserve compensation and damages for the suffering they caused you.

Five Steps Workers Can Take to Prove Unfair Treatment on the Job

Five of the most important things you can do to show workplace discrimination are:

Take Notes of Everything That Occurred

It is crucial that you record all of the details of your unfair treatment at work. If you are unable to correctly recall the things that happened, you will not be able to demonstrate that discrimination occurred.

If you want to prove that you were the victim of unfair treatment, you need specific details, including when it happened. The defense may say you’re making things up if you don’t remember what happened accurately.

Therefore, document the incident as soon as possible whenever you experience unfair treatment at work. You should also note the time and date of the discriminatory incident. When documenting the situation, always include the name of the offender. Unfortunately, you could experience unfair treatment at the hands of multiple individuals.

In addition, you need to include specifics about what happened, like:

When did the unfair treatment begin?
What signs of unfair treatment were there?
What happened?

When you go to the proper authorities to lodge an internal complaint or initiate legal action, these details will be invaluable.

Compose an Official Letter of Complaint and Send It to Your HR Department

Human resources (HR) is in charge of a company’s internal operations and personnel recruiting. If you are experiencing unfair treatment in the office, you need to file a complaint with the HR department first thing. Clearly state the nature of the unfair treatment and the goal of your complaint in an official letter. Put your signature on the document, put it in an envelope, and then give it to human resources.

Once they receive your letter, the HR department will investigate your complaint. If they find your claim to be true, they may take disciplinary action against your harasser.

Also, familiarize yourself with your company’s anti-discrimination policy. When employees experience issues like this, some companies have procedures and departments set up to deal with them. To put it another way, if another department handles incidents of workplace discrimination, then complaining to HR might not help. If you want to sue at a later date, it is wise to first submit a formal internal complaint. This is due to the fact that it might serve as evidence that your employer failed to adequately safeguard you against unfair treatment on the job.

Submit an EEOC Complaint

The United States government’s Equal Employment Opportunity Commission (EEOC) deals with allegations of discrimination in the workplace. You have the option of filing a complaint with them alleging racism or discrimination based on gender identity.

The EEOC is in charge of handling cases of discrimination in the workplace that are in violation of the Civil Rights Act and other employment regulations. Their team will look into your complaint as soon as you submit it.

Assuming they find your claim lacking in merit, they may provide you with a notice to sue your employer. You’ll need to get a lawyer file a lawsuit on your own.

But if the EEOC investigates your allegation and deems it valid, they could attempt to resolve the issue by working with your employers.

Leave It Out of Your Social Media Posts

When you’re fighting a case of unfair treatment at work, you need to stay away from social media. Keeping your cool in a harsh work environment is no easy feat, but you must find a way to do it.

Ranting on Facebook about your unfair treatment at work will only put you at risk. Why? Because the defense lawyer can look at your accounts to see if there are any inconsistencies with your story.

Additionally, they can cite other social media posts of yours as the reason for firing. Victims should temporarily disable their social media accounts, as is recommended by all reputable attorneys.

If you do this, the other party will not be able to access your social media accounts and learn information about you. If you want to keep your accounts public, log out and don’t post anything.

It is possible that posting updates on your discrimination case will assist the attorney representing your company in filing charges against you. For instance, the business could sue you for defamation in an effort to force you to pay for legal representation.

Find Out Your Options by Consulting a Workplace Discrimination Lawyer

Hiring a lawyer is the last step in proving your discrimination case. An attorney will provide you with guidance on the organizations that you are required to register a complaint with in order to get justice.

More often than not, they will submit your grievance to the Equal Employment Opportunity Commission. You may also go to your state’s Fair Employment Practices Agency to lodge a complaint. You are free to initiate legal action after the investigation into these allegations is concluded.

Having a knowledgeable lawyer by your side will assist you in preparing your testimony for court witness statements and depositions. Additionally, your lawyer will make sure that all of your paperwork is filed correctly, including a written record of any instances of unfair treatment.

One great thing about having a lawyer on your side is that they can provide you with trustworthy advice on settlement offers and whether or not to pursue a larger payout.

When Your Boss Treats You Unfairly on the Job, Can You File a Lawsuit?

After complaining to the EEOC, you have the right to sue your employer for discrimination on the job. You can strengthen your case by consulting with a workplace discrimination attorney.

The results of the EEOC’s investigation may be disclosed if the matter proceeds to the courtroom. You are free to gather more evidence that supports your claim if you so desire.

If you want to file a complaint against your employer with the EEOC, you need to do it by a certain date. You risk losing the ability to sue if you wait too long to file your claim.

Keep in mind that you could be eligible for punitive and other forms of monetary compensation in the event that the court rules in your favor. The amount you deserve will depend on your specific case.

FAQs

1. What do you do when someone treats you unfairly at work?

When someone treats you unfairly at work, you might reply by warning them not to do it again. To combat workplace prejudice, it may be helpful to notify the HR department as soon as possible following the incident. Another way to deal with unfair treatment at work is to file a lawsuit.

2. When Do Bosses Act Unfairly?

When managers show bias toward their employees based on their gender, color, appearance, or any other personal characteristic, it can be considered unfair. They might reject your promotion requests or offer you a lower salary. These two situations are classic cases of unfair treatment in the workplace.

3. How Can a Boss Display Favoritism?

When a manager is unusually kind to one employee, it could be seen as favoritism. Other indicators of partiality include delegating that employee’s work to others. Another example of bias on the part of your employer is the rapid promotion of an underqualified new hire after only a few months on the job.

4. When Someone Treats Me Unfairly, What Can I Do?

The only way to put an end to unfair treatment from your employers is to speak up when they do something wrong. Complaining about unfair treatment at work to the HR department or the EEOC may also help put an end to it.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment

Most recent blogs:

What Is a Pay Stub and Why It Matters for Employees and Employers

Pay stubs detail wages, deductions, and taxes, helping employees track earnings and employers comply with state payroll regulations. They support loan applications, reduce payroll disputes, and are required or regulated in many states across the U.S.

What Are the Proper Steps to Fire Someone in California?

Terminating an employee in California requires following legal guidelines, maintaining professionalism, and ensuring proper documentation. This guide outlines lawful termination reasons, key procedural steps, and best practices to reduce legal and financial risks.

How Long Does a Misdemeanor Stay on Your Record in California?

A misdemeanor conviction in California stays on public record indefinitely but may be eligible for expungement under specific conditions. Background checks typically show misdemeanor convictions for seven years, but expungement can remove them from most employment screenings.

How Do I Prepare a Script for Firing Someone?

Learn the professional steps for firing an employee, from preparing a script to handling emotional reactions. Understand the proper procedures, reasons, and communication techniques to ensure a smooth and respectful termination.

What Is Involved in a PAGA Lawsuit?

PAGA lawsuits allow employees to file claims for labor code violations on behalf of themselves and others in California. Employers can face significant penalties, prompting many to settle to avoid costly judgments.

What Are the Rules for 10-Minute Breaks?

California law mandates two paid 10-minute breaks and a 30-minute unpaid meal break for an eight-hour shift. Employers who fail to provide required breaks may face penalties, and employees can seek legal action for compensation.

Can I Work Six Hours Without a Lunch Break?

California law requires a 30-minute meal break for shifts over five hours, but employees can waive it if working exactly six hours. Employers must comply with strict labor laws, ensuring uninterrupted meal breaks and legal protections for workers.

What Can I Do If My Employer Didn’t Pay Me on Payday?

Employers in California must pay workers on time, or they may face penalties of up to 30 days' wages for delays. Employees can file wage claims, seek legal assistance, or report violations to the California Labor Commissioner's Office for unpaid wages.

What Qualifies as a Hostile Work Environment in California?

Employees in California facing severe or persistent harassment based on protected traits may have legal options under state and federal laws. Filing a complaint with the California Civil Rights Department or consulting an employment attorney can help protect workplace rights and seek compensation.

When Is a Doctor’s Note for Work Required in California?

California employers generally cannot demand a doctor's note for sick leave, but exceptions exist under specific laws and circumstances. Legal conflicts persist, and employers may require medical documentation for disability accommodations, FMLA leave, or other valid reasons.

What Does California Law Say About Final Paycheck Rules?

California law mandates that final paychecks be provided promptly, with termination pay due immediately and resignation pay within 72 hours. Employers must include all owed wages, expenses, and accrued benefits, with penalties for late or incomplete payments.

Can an Employer Deny a Doctor’s Note?

An employer may deny a doctor's note if the absence does not qualify for legal protections under disability or family leave laws. Employers must evaluate medical documentation, employee statements, and applicable laws before considering disciplinary action.

How Much Can You Sue an Employer for Misclassification?

An employer's misclassification tactics can deny you fair wages, benefits, and legal protections. You may be entitled to compensation, including back pay, retirement contributions, and potential punitive damages, by pursuing legal action.

How Serious Is an EEOC Complaint?

An EEOC complaint can lead to costly legal battles, reputational damage, and mandatory policy changes for businesses. Employers may face financial penalties, investigations, and compliance requirements, impacting operations and workforce morale.

Do You Have Sample Letters for Termination of a Contract?

A contract termination letter formally ends a business agreement while protecting interests. This guide outlines key steps, considerations, and sample letters.

What Is a WARN Notice in California?

The California WARN Act requires businesses with 75 or more employees to provide 60 days' notice before mass layoffs, plant closures, or relocations. Noncompliance can lead to fines, back pay, and healthcare costs, making adherence essential for legal and financial stability.

What Is FICA and How Does It Impact Payroll Taxes?

FICA is a payroll tax that funds Social Security and Medicare, requiring contributions from both employers and employees. Employers must withhold, match, and submit FICA taxes while following IRS guidelines on deposit schedules, wage bases, and additional Medicare tax requirements.

What Is At-Will Employment and How Does It Impact Employee Rights?

At-will employment allows employers and employees to end their working relationship at any time without cause, impacting job security and flexibility. While it provides businesses with staffing flexibility, employees face fewer legal protections and potential job instability.

Employers Should Exercise Caution When Terminating Employees After Disability Leave

Employers should exercise great caution when considering whether to terminate an employee who is on leave. Employers are cautioned not to automatically terminate employment solely because an employee has used or exhausted their disability leave entitlement.

What Is FUTA? 2025 Rates and How to Calculate FUTA Tax

The Federal Unemployment Tax Act (FUTA) imposes a payroll tax on businesses that have employees, collecting revenue that funds unemployment benefits.

What Is the Difference Between a 1099 Contractor and an Employee?

A 1099 contractor operates independently, covering their own taxes and expenses, while a W-2 employee receives benefits and employer tax contributions. Misclassifying workers can result in fines, making it essential to assess control, financial arrangement, and job nature before classification.

How Do Contractors Typically Get Paid? Payment Methods and Legal Guidelines

Contractors receive payments through direct deposits, checks, payroll services, or online transfers, following legal and tax regulations. Proper classification, documented agreements, and compliance with IRS reporting ensure smooth transactions and avoid penalties.

What Is the Definition of a Non-Exempt Employee?

Non-exempt employees are entitled to overtime pay and must earn at least the federal minimum wage under FLSA regulations. Unlike exempt workers, they are typically paid hourly and receive 1.5 times their wage for extra hours.

Can Union Representatives Be Present at Disciplinary Meetings?

Employees have the right to request a union representative during investigative interviews that may lead to disciplinary action. Employers must comply or face potential labor law violations under the National Labor Relations Act.

What Is an FTE (Full-Time Equivalent)?

A full-time equivalent (FTE) measures employee work hours, combining part-time and full-time schedules into a standardized metric. Businesses use FTE calculations for staffing, budgeting, and compliance with regulations like the Affordable Care Act.