Responses and Follow-Ups

Document Concerning Treatment After Protected Activity

A fully-written letter you can copy or download. Below the letter we explain why it is written the way it is, the mistakes most people make, and the legal authorities the language invokes.

The letter

▸Show full letter

To: HR at [Employer Name]
CC: [EEO Officer, if one exists separately]
From: [Your Full Name]
Date: [Today's Date]
Subject: Documentation of Concerns Following Protected Activity

Dear [HR Contact Name],

I am writing to document concerns about my treatment since [Date of Protected Activity], when I [requested FMLA leave / submitted an ADA accommodation request / reported possible discrimination to HR / returned from FMLA leave].

Since that date, I have experienced the following, in chronological order:

1. [Date] — [Specific action, for example: removal from Project X without explanation]
2. [Date] — [Specific action, for example: written warning regarding attendance covering days that were FMLA-designated]
3. [Date] — [Specific action, for example: exclusion from a weekly meeting I previously attended]
4. [Date] — [Specific action, for example: negative performance review citing concerns first raised after I returned from leave]
5. [Date] — [Additional items as applicable]

Each of these followed my protected activity. Taken together, they suggest a causal connection that federal law prohibits. Retaliation against an employee for exercising FMLA rights or for requesting an ADA accommodation is unlawful.

I am asking for the following:

1. Written confirmation that no adverse action will be taken against me on grounds connected to my protected activity.
2. A review of the items above by someone outside my direct reporting chain.
3. Written confirmation of my current standing on each item (my role on Project X, the status of any pending warning, the scheduling of meetings I previously attended, and the process for my next performance review).

I remain committed to my role and to engaging in the interactive process under the ADA. I reserve all rights under federal and state law, including the right to file a complaint with the U.S. Department of Labor, the Equal Employment Opportunity Commission, or my state's civil rights agency.

Thank you for your prompt attention.

Sincerely,

[Your Full Name]
[Your Work Email]
[Your Phone Number]

Replace every bracketed prompt with your own information before sending. Everything in brackets is for you. Everything outside brackets is the letter.

Before you send this

Many employers do not handle FMLA paperwork themselves. They hand it off to a third-party administrator, usually called a TPA. A TPA is a leave-management vendor, like Sedgwick, Unum, Lincoln, or The Hartford, that your employer pays to process claims. TPAs have an incentive to close claims quickly, and they use a predictable set of tactics to push employees into giving up more than the law actually requires. Watch for these:

Blanket HIPAA authorization forms. These are not required for FMLA. The WH-380-E certification is. A broad HIPAA release can pull therapy notes, substance use records, and unrelated medical history into a corporate vendor's database.
Demands for records beyond the WH-380-E. The law limits what your employer or its TPA can require to what is necessary to determine FMLA eligibility. You are not obligated to provide a full chart.
Artificial delays that trip deadlines. If the TPA says your certification is incomplete, they must tell you in writing exactly what is missing and give you seven calendar days to fix it. Silence is not a legal denial.
Direct calls to your healthcare provider. TPA claim examiners cannot call your provider for general information. Contact for clarification must be routed through a healthcare professional designated by the employer.
Pressure to use an Employee Assistance Program (EAP) instead of accommodations. An EAP is a short-term counseling benefit your employer funds, usually limited to three to eight sessions. An EAP referral is not a response to an ADA accommodation request, and engaging with the EAP can muddy your record.

Watch out for the sign-up process. HR typically sends you to a TPA website to register and "start your claim." Those sign-up flows are where most of the traps live: pre-checked HIPAA authorization boxes, fields asking you to enter your diagnosis, current medications, symptoms, or the contact information for your treating providers. None of that is required to open an FMLA claim. Fill in only the administrative fields (name, employee ID, employer, dates) and leave clinical fields blank.

If the portal will not let you proceed without medical entries, or if anything about the process feels coercive, raise the concern in writing. A short email to HR and the TPA is enough: say that the portal appears to be asking for information that goes beyond what the FMLA certification requires, that you understand the employer's information rights are limited to what is necessary to determine FMLA eligibility, and that you would like to submit your certification through an alternative channel (email or fax to the TPA directly, with your provider sending the completed WH-380-E to that address). Wait for a written response. Only use the alternative if HR or the TPA agrees. Putting the concern in writing either gets you the alternative or creates a paper trail that protects you if the claim is later denied or delayed.

If any of this is happening, read Protecting Your Medical Records, FMLA and HIPAA Privacy Rights, or use the letter that limits records release to a TPA. If you need to talk to someone free of charge, see our list of free legal helplines and crisis lines.

When to use this letter

You took FMLA leave, requested an ADA accommodation, or reported discrimination. Since then you have noticed a pattern of negative treatment: lost responsibilities, hostile managers, disciplinary write-ups, exclusion from meetings. You want to document this in a single letter that creates a record.

Retaliation cases are won on contemporaneous records, not on memory. The goal of this letter is to put the employer on notice that you have concerns and to create a dated document that an attorney or EEOC investigator can later point to.

It does not accuse anyone of a crime. It lists specific actions, names the protected activity that preceded them, and invokes the statutes that apply. If the pattern continues after this letter, the employer cannot credibly claim they were unaware of your concern.

Why the letter is written this way

Each paragraph is doing specific legal work.

01
Why date each item
Temporal proximity between the protected activity and the adverse action is the single strongest indicator of retaliation in employment cases. Dated items build that timeline in a form a court can use directly.
02
Why cite both § 2615(a) and § 12203
Most mental health retaliation situations implicate both FMLA and ADA. Citing both statutes ensures that the letter covers the right forum whether the eventual complaint goes to the DOL (FMLA) or the EEOC (ADA).
03
Why ask for review outside the reporting chain
The people making retaliatory decisions are often the ones who would otherwise 'investigate' a complaint. Asking in writing for review outside the chain preempts that conflict of interest and creates a record if it is refused.
04
Why preserve rights explicitly
The closing paragraph is boilerplate on purpose. 'Reserves all rights' and names of forums (DOL, EEOC, state agency) signal that this is a preserved legal matter without being a threat. Attorneys look for exactly this kind of language when evaluating whether to take a case.
05
Why CC an EEO officer if one exists
Large employers often have an EEO contact separate from general HR. CC-ing them routes the letter into the compliance channel rather than leaving it with the same HR person who may have mishandled the original request.

Don't do this

The mistakes that undo the letter.

01Writing the letter in anger. Even legitimate grievances can be undercut by emotional language in a document that may be read by a judge.
02Listing vague impressions instead of dated specifics. 'They've been treating me differently' is not evidence. 'On March 3, I was removed from Project X' is.
03Sending before talking to a lawyer if you are close to a termination. In some cases the better move is to consult counsel first, because a poorly timed letter can prompt the employer to accelerate the termination before you have filed an EEOC charge.
04Forgetting to save a dated copy. Send from your personal email to yourself, in addition to the work email copy, so that you retain access if your employer cuts off your work account.
05Omitting the protected activity date. Without it, the pattern does not have a starting point, which makes the retaliation argument weaker.

Legal authorities cited

The language invokes real regulations.

29 U.S.C. § 2615(a): FMLA anti-interference and anti-retaliation
42 U.S.C. § 12203: ADA anti-retaliation
29 C.F.R. § 825.220: FMLA protection against interference and discrimination
29 C.F.R. § 1630.12: ADA prohibition of retaliation and coercion
EEOC Enforcement Guidance on Retaliation (EEOC-CVG-2016-1): Causal connection analysis

Keep reading

Where to go next.

LeaveRights es una herramienta educativa gratuita y no proporciona asesoramiento legal. No se recopilan ni almacenan datos. La información proporcionada es solo para orientación general. Consulte a un abogado laboral calificado para obtener asesoramiento específico a su situación.

Each paragraph is doing specific legal work.

Why date each item

Why cite both § 2615(a) and § 12203

Why ask for review outside the reporting chain

Why preserve rights explicitly

Why CC an EEO officer if one exists

The mistakes that undo the letter.

The language invokes real regulations.

Where to go next.