If you’ve witnessed illegal activity in the workplace — and had the courage to speak up — California law has your back. Employees who report violations of law, unsafe conditions, fraud, or harassment are protected under some of the strongest whistleblower statutes in the country.
At Employees First Labor Law, we stand with workers who’ve been retaliated against for doing the right thing. Whether you were fired, written up, passed over, or pushed out after reporting misconduct, you may have a powerful legal claim.
What Is Whistleblowing?
Whistleblowing is when an employee reports or exposes illegal, unethical, or unsafe conduct by their employer or coworkers. You don’t need to be a government employee or call a hotline — if you reported something unlawful or believed to be unlawful to your boss, HR, or a government agency, you’re a whistleblower.
Importantly, California law protects you even if:
- The conduct was only suspected (you reasonably believed it was illegal)
- The report was made internally, not to a government agency
- The employer claims your complaint was “disruptive” or “insubordinate”
- You reported on behalf of another employee
Explore more about your workplace rights under California employment law »
Common Examples of Whistleblowing at Work
You may have a whistleblower retaliation case if you reported:
- Wage and hour violations – unpaid overtime, off-the-clock work, meal/rest break issues
- Sexual harassment or discrimination – based on race, gender, disability, religion, age, or sexual orientation
- Retaliation against coworkers – for taking leave, reporting misconduct, or asserting legal rights
- Workplace safety concerns – chemical exposure, unguarded machines, fall hazards, or COVID violations
- Fraud or illegal business practices – falsifying records, lying to regulators, double billing
- Violations of public policy or professional rules – medical fraud, legal malpractice, environmental harm
📎 Example: A receptionist reports that her manager is falsifying time records to avoid paying overtime. Two weeks later, she’s put on a performance improvement plan and terminated. This may constitute unlawful retaliation under Labor Code § 1102.5.
Understanding California Whistleblower Laws
California has multiple legal protections for whistleblowers. The most powerful is:
🔹 Labor Code § 1102.5 (General Whistleblower Protection)
- Prohibits employers from retaliating against workers who disclose information they reasonably believe shows a violation of law
- Covers internal reports (e.g., to a supervisor or HR) and external reports (e.g., to a government agency)
- Creates a rebuttable presumption of retaliation if the employer takes action after your protected activity
📎 Example: A maintenance worker reports safety code violations to his supervisor. Days later, he’s reassigned to less favorable shifts. This timing may trigger the presumption of retaliation under § 1102.5.
🔹 Labor Code § 98.6 (Wage Violation Complaints)
- Protects workers who complain about wage theft, unpaid overtime, or other Labor Code violations
- Also protects those who assist in Labor Commissioner investigations or file wage claims
Learn more about Labor Code 98.6 »
🔹 Labor Code § 6310 (Workplace Safety Complaints)
- Covers workers who report OSHA violations or unsafe working conditions
- Also protects refusal to perform dangerous work under certain circumstances
Learn more about Cal/OSHA-related retaliation protections »
🔹 Government Code § 12940(h) – FEHA Retaliation
- Prohibits retaliation against employees who report or oppose discrimination or harassment
- Covers internal complaints or participation in an investigation
Read about your rights under FEHA »
What Does Retaliation Look Like?
Retaliation can be obvious or subtle, and it often escalates over time. Watch for these red flags:
- Termination or forced resignation
- Demotion, loss of hours, or pay reduction
- Sudden discipline or “write-ups”
- Being excluded from meetings or job duties
- Hostile treatment, micromanagement, or verbal abuse
- Negative performance evaluations after a strong history
- Transfers to unfavorable shifts or locations
- Denial of raises, bonuses, or promotions
📎 You don’t have to be fired to sue. Any action that materially affects your job conditions can support a retaliation claim.
What Damages Can I Recover in a Whistleblower Case?
If you’ve been retaliated against, you may be entitled to significant financial compensation:
- Back pay (lost wages and benefits)
- Front pay if you can’t return to your job
- Emotional distress damages for stress, anxiety, and harm to your reputation
- Punitive damages in cases of malice, fraud, or oppression
- Reinstatement to your former job (if appropriate)
- Attorneys’ fees and legal costs paid by your employer
Explore what compensation is available in wrongful termination cases »
What Should I Do If I Was Retaliated Against?
- Document everything. Keep copies of your complaint, emails, texts, write-ups, and evaluations.
- Act quickly. You only have a limited time to file administrative charges or lawsuits — as short as six months in some cases.
- Contact a whistleblower attorney. Don’t wait until it’s too late. Early legal advice can help preserve your rights and increase your case’s value.
Why Choose EFLL?
At Employees First Labor Law, we’ve handled hundreds of whistleblower and retaliation cases across California. Our firm was founded on a single principle: workers deserve to be heard and protected — no matter how powerful their employer is.
✅ Free consultations
✅ No fees unless we win
✅ Millions recovered for wrongfully terminated employees
✅ Fluent Spanish-speaking staff
✅ Offices throughout California — and we take remote clients statewide
📞 Don’t face your employer alone. Let us fight for your voice.
Contact EFLL for a free consultation today.
We’ll fight to ensure your recovery isn’t left in the hands of bureaucracy.
📩 Schedule a consultation
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