Whistleblower Lawyers in Los Angeles, CA
Protecting Workers Who Report Wrongdoing in California
Laurel Employment Law represents employees who report illegal or unethical conduct in the workplace. Based in Los Angeles, we work exclusively for workers, never employers. When you bring us a whistleblower case, you get an advocate with no conflict of interest and no divided loyalty. Our founder's background as a former corporate executive gives us direct insight into how employers and their legal teams build retaliation defenses, and we use that knowledge to build cases for our clients.
We offer free consultations and handle whistleblower cases on a contingency fee basis, so you don't pay fees unless we recover compensation for you. Bilingual English and Spanish assistance serves the diverse workforce across the state of California, and our proprietary case management technology keeps you informed at every stage without having to chase us for updates.
If you're facing retaliation or preparing to report workplace misconduct, call our Los Angeles whistleblower attorneys at (310) 929-6371 or contact us online for a free consultation.
Why Choose Laurel Employment Law?
Five-Star Client Reviews
Read about how our approach to employment law makes a difference in our clients' lives. To learn more or get started with a consultation, call us at (310) 929-6371 today.
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"Incredible Attorney"
Joshua White is a rising star in the legal profession. One of the sharpest minds in the field today.- Chris A. -
"Clear and Transparent"
I’m truly grateful for their support and highly recommend them.- Maryl Ann C. -
"Outstanding Representation!"
They vigorously defended my rights and secured an exceptional outcome, exceeding my expectations.- Albert L. -
"Excellent Litigators"
Fast, aggressive, and strategic at every move. The other side was constantly off-balance and could never keep up.- Jenny F. -
"Incredible Experience"
They got me an outcome that was better than I could have imagined. These guys are great lawyers who know what they're doing!- Carlos G. -
"They Kept Their Word"
They did what they said they'd do... whether a promise to me or a threat to the other side, they always backed up their words with action.- Jeremy S.
California Whistleblower Protections
California provides some of the strongest whistleblower protections in the country. Several overlapping statutes cover private-sector employees, public employees, and workers who report specific types of hazards. Here's what you should know about the laws most relevant to whistleblower retaliation claims.
Labor Code 1102.5
Labor Code 1102.5 is California's primary private-sector whistleblower protection statute. It prohibits employers from retaliating against employees who report suspected violations of state or federal law, whether the report is made internally to a supervisor or externally to a government agency. Effective January 1, 2024, SB 497 amended this section to strengthen protections further.
The burden-shifting framework matters. Under Lawson v. PPG Architectural Finishes (2022), the California Supreme Court confirmed a contributing factor standard: the employee must show that whistleblowing was a contributing factor in the adverse action. The employer then bears the burden of proving by clear and convincing evidence that it would've taken the same action regardless. The statute of limitations for bringing a lawsuit under Labor Code 1102.5 is generally three years from the date of the retaliatory act, but specific circumstances and federal claims can involve shorter deadlines.
California Whistleblower Protection Act
Government Code Section 8547, the California Whistleblower Protection Act, protects state employees who report violations of law, regulations, or conditions that threaten public health and safety. This statute applies to workers in state agencies and departments rather than the private sector.
Federal Protections
Federal statutes layer additional protections on top of California law. The Sarbanes-Oxley Act protects employees of publicly traded companies who report securities fraud. The federal False Claims Act provides qui tam mechanisms for reporting fraud against federal programs. These federal claims often carry shorter filing deadlines, some as brief as 180 days, so it's important to talk with an attorney quickly to identify which timelines apply.
Whistleblower Retaliation & Available Damages
Whistleblower Cases We Handle
Workers across a range of industries come to us after reporting conduct their employer wanted to keep hidden. If you've reported any of the following, or you're considering doing so, we can help you understand your legal options:
- Workplace Safety Violations reported to Cal/OSHA under Labor Code 6310
- Financial Fraud, Tax Evasion, or Securities Violations reported under federal statutes including the Sarbanes-Oxley Act
- Healthcare Fraud involving false billing to Medicare, Medicaid, or other government programs
- Environmental Violations reported to the EPA or California regulatory agencies
- Government Contractor Fraud subject to qui tam actions under the California or federal False Claims Act
- Internal Reports of Discrimination, Harassment, or Wage Theft that triggered employer retaliation
Talk to a Whistleblower Lawyer in Los Angeles Today
Our FAQ
Have questions? We are here to help. Still have questions or can't find the answer you need? Give us a call at 310-929-6371 today!
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What If My Employer's Retaliation Is Subtle Rather Than Obvious?
Retaliation doesn't have to be a firing or demotion to be actionable. Changes in job duties, negative performance reviews that don't match your track record, schedule alterations, or shifts in how supervisors treat you can all support a retaliation claim. Document every change that follows your protected activity. An attorney can help you identify patterns and preserve evidence before it disappears.
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Can I File a Whistleblower Claim After Leaving the Company?
Yes. Former employees can file whistleblower complaints, including qui tam actions under the False Claims Act. Time limits still apply and vary depending on the statute involved, so don't assume that leaving the job means the window has closed.
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How Long Do I Have to File a Whistleblower Retaliation Claim?
Under California Labor Code 1102.5, you generally have three years from the date of the retaliatory act to file a lawsuit. Some federal statutes, such as Sarbanes-Oxley, carry much shorter deadlines, as brief as 180 days, so prompt consultation is important to identify the specific deadline that applies to you.