Whistleblower Lawyers in Los Angeles, CA
Former Corporate Executive Protecting Whistleblowers in California
At Laurel Employment Law, APC, we represent employees who report illegal or unethical conduct in the workplace. With multiple offices in LA County, we work exclusively for workers in The Valley, never employers. 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 attorney fees are contingent on recovery. Bilingual English and Spanish assistance serves workers across California, and our proprietary case-management technology supports organization and communication throughout the case.
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.
Representing Whistleblower Rights: Our Legal Process
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Read about how our approach to employment law makes a difference in the lives of California workers. To learn more or get started with a consultation, call us at (310) 929-6371 today.
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The entire experience from my very first phone call was first class all the way. I felt listened to and understood. They got me a great settlement.- Justin U. -
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California Whistleblower Protections
California law provides several whistleblower protections covering private-sector employees, state employees, and workers who report specific types of hazards or unlawful conduct. The applicable statute depends on what was reported, who received the report, the employer involved, and what employment action followed.
California Labor Code Section 1102.5
California Labor Code Section 1102.5 is a central whistleblower protection statute for California employees. It can protect workers who disclose information to a government or law-enforcement agency, a person with authority over the employee, or another employee authorized to investigate or correct a violation when the worker reasonably believes the information concerns a violation of state or federal law. It also addresses certain refusals to participate in conduct that would violate a state or federal statute or regulation.
The burden-shifting framework matters. Under Lawson v. PPG Architectural Finishes (2022), the California Supreme Court confirmed that an employee must show protected whistleblowing activity was a contributing factor in the challenged employment action. The employer then bears the burden of proving by clear and convincing evidence that it would’ve taken the same action for legitimate, independent reasons. Filing deadlines and procedural requirements depend on the particular claim, so workers shouldn’t assume one limitation period applies to every whistleblower matter.
California Whistleblower Protection Act
Government Code Section 8547 is part of the California Whistleblower Protection Act, which addresses reports by employees within state government. Because public-employee protections and procedures differ from private-sector claims, the worker’s employer and position must be considered before deciding how or where to report.
Workplace Safety Reports
California Labor Code Section 6310 addresses retaliation connected to specified workplace safety and health activity. This can include oral or written safety complaints, participation in certain safety proceedings or committees, reports of work-related injuries or illnesses, and the exercise of other occupational-safety rights identified by law.
Federal Whistleblower Protections
Federal protections vary by industry and reported conduct. The Sarbanes-Oxley Act can apply to certain securities-related reports, while the federal False Claims Act establishes procedures for reporting fraud involving federal funds or programs. Each statute has its own reporting rules, deadlines, administrative requirements, and remedies, so federal claims shouldn’t be treated as interchangeable with California employment-retaliation claims.
What Does Whistleblower Retaliation Look Like?
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 evaluate the potential reporting channels and legal protections:
- Workplace Safety Violations reported to Cal/OSHA or addressed under California Labor Code Section 6310
- Financial Fraud, Tax Evasion, or Securities Violations potentially covered by federal statutes, including the Sarbanes-Oxley Act
- Healthcare Fraud involving false billing to Medicare, Medicaid, or other government programs
- Environmental Violations reported to the Environmental Protection Agency or California regulatory agencies
- Government Contractor Fraud potentially subject to qui tam procedures under the California or federal False Claims Act
- Internal Reports of Discrimination, Harassment, or Wage Theft that triggered employer retaliation
The correct agency, complaint process, and legal theory depend on the reported conduct, the employer, the worker’s role, and whether the worker is seeking retaliation protection or pursuing a False Claims Act matter. A consultation before reporting can help you consider documentation, confidentiality, and claim-specific deadlines before taking an irreversible step.
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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Which Filing Deadline Applies to My Claim?
There isn’t one universal deadline for every whistleblower matter. California Labor Code claims, public-employee complaints, workplace safety claims, federal securities matters, and False Claims Act actions follow different procedures and timelines. The correct deadline depends on the law involved, the relevant employment action, and whether an agency filing is required before a lawsuit.
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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.