Whistleblower Retaliation

Understanding your rights

California’s main whistleblower protection law prohibits employers from retaliating against employees who disclose information they have reasonable cause to believe shows a violation of a state or federal law, rule or regulation — whether the disclosure is made to a government or law enforcement agency, to a person with authority over the employee, or to another employee with authority to investigate or correct the violation.

It also prohibits retaliation for refusing to participate in an activity that would result in a violation of law. Other California laws protect specific kinds of reports, such as workplace safety complaints.

Reports that can be protected

• Fraud, false billing or financial misconduct
• Health and safety hazards
• Patient-safety or consumer-safety concerns
• Environmental or regulatory violations
• Misuse of government funds or contracts
• Refusing an instruction that would break the law

What retaliation can look like

• Termination
• Demotion
• Cut hours or pay
• Sudden negative reviews
• Transfers or exclusion
• Threats or intimidation

How the firm can help

1. 01

   Build the timeline

   What was reported, to whom, when — and what followed.

2. 02

   Identify every protection

   Determine which California and federal whistleblower laws may apply.

3. 03

   Prepare for trial

   Every case is built from day one as if it will go before a jury.