Contact

Email hey@theclicklab.agency. We're a small team, so email is the only channel we monitor — there's no live chat or phone line, and that's by design: retaliation questions deserve a considered written answer, not a rushed one. That said, if you're up against a filing deadline, don't wait on us — see the urgent note below.

If a deadline is close

If you were fired for reporting a workplace safety hazard and the 30-day OSHA Section 11(c) window is approaching, contact OSHA directly at 1-800-321-OSHA or file online at osha.gov today — this is the shortest deadline in federal anti-retaliation law and it cannot be extended. If your claim is under Title VII, the ADA, the ADEA, or GINA, your EEOC charge is generally due within 180 days (300 in most states), and you cannot go to federal court without filing there first. Don't wait for a reply from us before protecting a filing deadline.

What we respond to

• Corrections to statutory frameworks, caps, deadlines, or citations. Anti-retaliation law changes — a Title VII damages cap gets adjusted, a state whistleblower statute gets amended, an agency updates its filing procedure. If a page cites a figure, deadline, or citation that's out of date, tell us which page and what the correct figure is; we verify against the primary source before making any change.
• Errors or unclear language in guides. If a sentence in a guide is ambiguous, contradicts itself, or is just hard to follow, we want to know — plain language is one of our core editorial standards.
• Suggestions for new content. If you searched for a retaliation question and couldn't find it on the Site — a specific statute we don't cover in depth, a state whistleblower law, a scenario the calculator doesn't handle — let us know what you were trying to figure out.
• Press and business inquiries. Journalists covering employment law or workplace retaliation, and businesses interested in advertising, can reach the same address.

What to expect

We read every message. Corrections and editorial questions typically get a reply within a few business days. If a correction is verified, we update the affected page, consistent with the corrections policy on our editorial team page. We don't always reply to content suggestions individually, but we do track them for future guides.

What we don't respond to

We can't evaluate your specific firing, tell you which statute applies to your situation, calculate what your case is actually worth, or review a settlement offer — that requires an employment attorney who has seen your personnel file, the timeline of events, and the specific facts of the retaliation. We also don't recommend specific attorneys or law firms, don't file EEOC or OSHA charges on anyone's behalf, and don't accept payment to feature or promote anyone on the Site. If you email us asking for case-specific advice, we'll point you back to this policy and to the guidance below on finding an attorney.

Before you email

Many questions we get are already answered on the Site: check the FAQ for common questions on protected activity, filing deadlines, and mitigation, or the guides — including how retaliation claims work, types of protected activity and retaliation, what to do after a retaliatory firing, and common misconceptions about claims. If your question is about how the calculator arrived at a number, the methodology page walks through the back pay, front pay, and statute-specific components in detail.

If you actually need an attorney

This contact inbox doesn't process case intake — if you have an active claim, the homepage includes an optional case-review form that connects you with attorneys. That's a disclosed advertisement, not this contact channel, and using it is always optional (see our privacy policy for what's shared if you use it). Beyond that, a few things are worth knowing before you search. Retaliatory-firing cases turn on which statute governs — Title VII, the FLSA, OSHA Section 11(c), Section 1981, workers'-compensation retaliation, or a state whistleblower law — and each has its own elements, deadlines, and damages structure, so look specifically for an attorney who describes their practice as employment retaliation, whistleblower, or wrongful termination law rather than a general civil litigation practice; a generalist may not spot which of several overlapping statutes gives you the strongest claim or the longest filing window. The good news is that cost is rarely the reason to delay: because attorney fees are recoverable under most federal anti-retaliation statutes, the large majority of employment attorneys take these cases on contingency with a free initial consultation, so there's little downside to getting an opinion quickly. And speed matters here more than in most areas of law — the OSHA window is just 30 days, EEOC charges are due in 180 to 300 days depending on the state, and other statutes carry their own clocks, so a delay in calling an attorney can foreclose an otherwise strong claim before you even get to discuss it. If you'd rather start from a neutral referral source, your state bar association's lawyer referral service can point you to attorneys who handle employment retaliation and whistleblower claims in your area.