Under ADA, employers can’t retaliate against employees who require or request leave. The Equal Employment Opportunity Commission (EEOC) defines retaliation as any adverse action an employer takes toward an employee who uses ADA protections. While the EEOC doesn’t describe specific acts that qualify as retaliation, you may be able to seek damages from actions like: Termination. Demotion. Unjust negative performance reviews. Heightened supervision. Overly critical employment references. Harassment or threats. Changes in pay.