Whistleblower Attorneys in Van Nuys, CA

Protecting Workers Who Report Wrongdoing in Los Angeles & the San Fernando Valley

Laurel Employment Law represents employees who report illegal or unethical conduct in the workplace. Based in Van Nuys, 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 San Fernando Valley, 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 Van Nuys whistleblower attorneys at (310) 929-6371 or contact us online for a free consultation.

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

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.

Retaliation & Available Damages

Retaliation doesn't always look like a pink slip. Employers use a range of tactics to punish workers who speak up, including:

• Termination, Demotion, or Pay Reduction
• Schedule manipulation or reassignment to undesirable duties
• Harassment or creation of a hostile work environment
• Blacklisting or interference with future employment

In People ex rel. Garcia-Brower v. Kolla's, Inc. (2023), the California Supreme Court confirmed that a disclosure is protected even when it's made to a supervisor who already knew of the reported conduct. Internal reports to supervisors qualify as protected activity under California law.

Damages available under Labor Code 1102.5 may include:

• Back pay and front pay
• Reinstatement to the former position
• Emotional distress damages
• Attorney's fees and costs
• Civil penalties of up to $10,000 per employee for each violation under Section 1102.5(f)

Whistleblower retaliation lawsuits filed in Los Angeles County are typically heard in the Northwest District of the Los Angeles County Superior Court, which includes the Van Nuys courthouse. We handle cases in this court regularly and understand its local procedures.