Whistleblower Retaliation Claims In California

Employees should not be punished for reporting unlawful conduct in the workplace. Unfortunately, many employers respond to whistleblowing with discipline, hostility, demotion, or termination.

Employment law attorney Daniel Richardson of Richardson Employment Law, P.C., represents Sacramento and Northern California employees who have experienced retaliation after speaking up about illegal or unsafe practices at work. If your employer took adverse action because you reported misconduct or refused to participate in wrongdoing, you may have a whistleblower retaliation claim.

Key California Whistleblower Protection Laws

Below are some of the key California laws that protect employees from retaliation for reporting unlawful conduct at work:

• Labor Code § 1102.5 – California’s primary whistleblower statute. It prohibits retaliation against employees who report violations of law, refuse to participate in unlawful conduct, or disclose wrongdoing.
• Labor Code § 6310 – Protects employees who report workplace health and safety violations or unsafe working conditions.
• Health & Safety Code § 1278.5 – Protects healthcare workers who report unsafe patient care, violations of healthcare standards, or related misconduct.
• Labor Code § 98.6 – Prohibits retaliation against employees who complain about unpaid wages or assert rights under the Labor Code.
• Labor Code § 232 – Protects employees who discuss or disclose their wages and prohibits employers from requiring wage secrecy.

Whistleblower claims are highly fact-specific, and the applicable statute depends on what was reported, to whom and how the employer responded.

Request A Free Case Review With A Lawyer

If you believe you were retaliated against for reporting unlawful conduct at work, do not wait. Deadlines may apply, and early action can matter. To request a free case review, call Richardson Employment Law, P.C., at 916-533-9909 or contact us through our online form.