If your federal career took a sudden turn after speaking up, this could be retaliation—and the law might already be on your side. Under the Whistleblower Protection Enhancement Act, if you suffered a personnel action within a year of making a protected disclosure, and the agency knew about it, the law presumes causation. That means you don’t have to prove motive—the burden shifts to them.
Protected activity includes:
– Reporting violations of law, gross mismanagement, waste, or abuse
– Speaking to your supervisor, IG, or OSC—even if your belief turns out wrong, if it was reasonable
– Internal complaints count, not just media leaks
– If you’ve been demoted, denied a promotion, investigated, or reassigned, and the timing matches up, you might have a legal case.
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