California Whistleblower Lawyer

If you were fired, demoted, or punished after reporting illegal activity at work, a California whistleblower lawyer can help you understand your rights and options. Abramson Labor Group represents employees, never employers, in whistleblower retaliation claims. Our case reviews are free and confidential, and we work on contingency.

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Zev Abramson

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Zev Abramson is the founding partner of Abramson Labor Group and a passionate advocate for employees whose voices too often go unheard. He earned his J.D. from Loyola Law School, but his commitment to protecting workers began long before he…

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Why Employees Choose Abramson Labor Group

• Employees only. We represent workers, never employers, so we have no conflict with your side of the case.
• Documented retaliation results. Our results include $380,000 in a retaliation and racial discrimination case and $300,000 in a retaliation and owed wages case. See our case results. Every case is different. Past results do not guarantee a similar outcome.
• 4.5 stars across more than 1,900 Google reviews (as of September 2026).
• Founding partner Zev Abramson founded the firm in 2015 and earned his J.D. at Loyola Law School.
• Help in English and Spanish, with intake also available in Armenian.

Does California Have a Whistleblower Law?

Yes. California’s main whistleblower law is Labor Code section 1102.5. It bars an employer from retaliating against an employee for disclosing information “to a government or law enforcement agency, to a person with authority over the employee.” Reports to another employee “who has the authority to investigate, discover, or correct the violation” count too. It also protects employees who provide information to, or testify before, a public body conducting an investigation.

The law covers public workers too. For section 1102.5, “employee” includes anyone employed by the state, a county, a city, a school district, or the University of California (Labor Code section 1106). An employer also may not punish you for whistleblowing at a former job (1102.5(d)), or because a family member reported wrongdoing (1102.5(h)).

What Qualifies You as a Whistleblower?

Under section 1102.5(b), you qualify when you report information you have “reasonable cause to believe” shows a violation of a state or federal statute, or a violation of a local, state, or federal rule or regulation. The law applies “regardless of whether disclosing the information is part of the employee’s job duties.” Our article I was fired for whistleblowing covers common situations.

A few points decide many cases:

• The report must involve a law, rule, or regulation. A complaint that only says a coworker broke company policy may not qualify unless the conduct also violates a law or regulation.
• Old news still counts. In People ex rel. Garcia-Brower v. Kolla’s, Inc. (2023), the California Supreme Court held that a protected disclosure includes a report “even if the recipient already knows of the violation.”
• Your employer’s belief counts. The law also bars retaliation “because the employer believes that the employee disclosed or may disclose information” (1102.5(b)).
• Refusing is protected. Section 1102.5(c) bars retaliation for “refusing to participate in an activity that would result in a violation of state or federal statute.”
• The law excludes some disclosures. The law does not protect disclosures that break the lawyer-client privilege, the physician-patient privilege, or “trade secret information” (1102.5(g)).

What Is Whistleblower Retaliation?

Retaliation is any action that punishes you for reporting. Examples include termination, demotion, reduced hours, a pay cut, a sudden string of write-ups, or a transfer to a worse position. An employer also may not adopt or enforce a rule or policy that prevents employees from reporting to an agency or to someone with authority to fix the problem (Labor Code section 1102.5(a)). See our retaliation page for how these claims work.

You do not have to quit to bring a claim. Read about suing your employer while still employed. If conditions pushed you to resign, see constructive discharge.

Safety complaints

Workplace safety complaints have their own protection. Labor Code section 6310 bars firing or discriminating against an employee for an oral or written complaint about workplace safety or health. Some employees are punished for a “bona fide oral or written complaint” about unsafe conditions. They “shall be entitled to reinstatement and reimbursement for lost wages and work benefits.” Learn more in can my employer fire me for a safety complaint.

Reporting wage violations

The law also protects reports about unpaid wages or other Labor Code violations. Labor Code section 98.6 covers the chapter that includes section 1102.5. If an employer acts against you “within 90 days of the protected activity,” the timing helps you. The law creates “a rebuttable presumption in favor of the employee’s claim.” Talking about pay is also protected, as explained in can you discuss wages with coworkers. In some cases, workers can bring claims on behalf of the state and other employees, explained in our article on PAGA claims.

Whistleblower Retaliation Claims vs. Reward Programs

Many websites for “whistleblower lawyers” focus on reward programs, where a person who reports fraud against the government or investors may receive a share of what is recovered. Those programs follow separate rules. This page covers the work of a whistleblower protection lawyer: defending your job and pay after you report. A retaliation claim is about what happened to your job: lost pay, a lost position, and the harm the retaliation caused.

California’s False Claims Act has its own retaliation protection. An employee, contractor, or agent punished for lawful acts in furtherance of a false claims action has strong remedies. They include reinstatement, “two times the amount of back pay,” interest, special damages, and punitive damages “where appropriate,” plus attorney’s fees (Government Code section 12653).

How Do You Prove Whistleblower Retaliation?

California’s burden of proof favors employees in whistleblower cases. Under Labor Code section 1102.6, the employee first shows by a preponderance of the evidence that the report was a contributing factor in the adverse action. The employer must then prove by clear and convincing evidence that it would have taken the same action for legitimate, independent reasons.

In Lawson v. PPG Architectural Finishes, Inc. (2022), the California Supreme Court held that section 1102.6 “provides the governing framework” for these claims. The court added that “a plaintiff does not need to show that the employer’s nonretaliatory reason was pretextual.”

A California whistleblower lawyer often starts with the timeline. Useful evidence includes emails, performance reviews before and after the report, and how others were treated. If you were fired, our wrongful termination page and our article on when a firing is illegal explain how at-will employment has limits. Workers in Los Angeles can also see our Los Angeles wrongful termination lawyer page.

How Much Is a Whistleblower Lawsuit Worth?

No official average exists. Value depends on lost pay, the evidence, and the harm you suffered. Under Labor Code section 1102.5(f), an employer that violates the law is liable for a civil penalty of up to $10,000 per employee for each violation. The penalty is “to be awarded to the employee who was retaliated against,” on top of other remedies. Under subdivision (j), the court may award reasonable attorney’s fees to an employee who wins. Lost wages and reinstatement may also be available.

A California whistleblower lawyer looks at which of these laws apply, since the remedies differ. For a sense of how these cases resolve, see our article on the average settlement for a retaliation lawsuit. If you are offered money to sign a release, read about severance agreements in California first.

What Happens After You File a Whistleblower Complaint?

It depends on where the complaint goes. Take the Labor Commissioner as an example. Its Retaliation Complaint Investigation Unit “reviews retaliation complaints” and “determines if an investigation is merited” (Labor Commissioner). An investigation may include interviews and requests for documents. “The identities of witnesses remain confidential unless disclosure is necessary for the investigation.”

Settlement can come up early. Your employer “may offer to settle with you at any point within the process.” A finding of retaliation can lead to an order for lost wages and reinstatement. The office can also order the negative action removed from your personnel file. If the employer does not comply, “the Labor Commissioner’s Office will file a lawsuit to enforce the demand for relief” (Settlements and Determinations). Consider speaking with an employment attorney before you accept a settlement offer.

How Long Do I Have to Act?

Deadlines depend on the claim and where you bring it. The Labor Commissioner says complaints to its office “must be filed within one year of the retaliatory act,” with exceptions for some claims. The same page notes, “You may be able to file a private lawsuit instead of filing a complaint if the deadline is missed.” A California False Claims Act retaliation lawsuit cannot be brought “more than three years after the date when the retaliation occurred” (Gov. Code 12653(c)). A California whistleblower lawyer can evaluate which deadlines apply to you. It is worth having the facts reviewed early.

Serving Employees Across California

We represent whistleblowers in Burbank, Glendale, Pasadena, and across Los Angeles County, and statewide through our California employment lawyers.

California Whistleblower Lawyer FAQs

How much does a whistleblower lawyer cost?

Nothing up front. We work on contingency, so you do not pay anything unless we win. The case evaluation is free. Our fee is a share of any recovery, and if there is no recovery, you owe no attorney fees. Learn more about how contingency fees work.

Am I protected if I only reported the problem internally?

Yes, in many cases. Section 1102.5 covers reports to “a person with authority over the employee” or to another employee with authority to investigate or correct the violation, not only reports to a government agency (Labor Code section 1102.5(b)).

What if I turn out to be wrong about the violation?

Possibly still protected. The law asks whether you had “reasonable cause to believe” the information disclosed a violation, not whether a violation is later proven (Labor Code section 1102.5(b)). An employment attorney can evaluate whether your report qualifies.

Can I report wrongdoing anonymously?

Sometimes. The Attorney General runs a whistleblower hotline, and during the initial review it must “hold in confidence information disclosed through the whistleblower hotline, including the identity of the caller” (Labor Code section 1102.7). That protection applies during the initial review, so consider speaking with an employment attorney before you report.

Am I protected if my employer only thinks I reported?

Yes. Section 1102.5(b) bars retaliation “because the employer believes that the employee disclosed or may disclose information” (Labor Code section 1102.5). A suspicion that you went to an agency can be enough.

Can my employer use a company policy to stop me from reporting?

No. An employer may not “make, adopt, or enforce any rule, regulation, or policy preventing an employee from disclosing information” to an agency or to someone with authority to correct the problem (Labor Code section 1102.5(a)).

Are government employees protected?

Yes. For section 1102.5, “employee” includes people employed by the state, counties, cities, school districts, community college districts, and the University of California (Labor Code section 1106). Other public-employee rules may also apply.

Can my employer punish me because a family member reported?

No. An employer may not retaliate against an employee “because the employee is a family member of a person who has, or is perceived to have, engaged in any acts protected by this section” (Labor Code section 1102.5(h)).

Can I talk to a whistleblower lawyer without my employer knowing?

Yes. A client “has a privilege to refuse to disclose, and to prevent another from disclosing, a confidential communication between client and lawyer” (Evidence Code section 954). Our case reviews are free and confidential. Consider using a personal phone and email, not work accounts.

Am I protected if I am undocumented?

Yes. The Labor Commissioner says, “In California, all workers are protected by labor laws,” and its office “will not question employees’ immigration status nor report it to other government agencies” (Labor Commissioner). Read more about immigration status and workplace rights in California.

What records should I keep?

Keep copies of your report, the dates you made it, who you told, and any response. Keep performance reviews and messages you are lawfully entitled to keep, too. Do not take confidential company files. See what to document if you are experiencing workplace misconduct, or read how to know if you have an employment law case.

Request a Free Case Review

If your employer punished you after you reported wrongdoing at work, a whistleblower lawyer at our firm can review what happened and explain your options. Request your free case evaluation, contact us, or call us at (213) 493-6300.

You do not pay ANYTHING unless we win!

Last updated: October 2026

This page is general information about California law, not legal advice. Every situation is different. For advice about your specific case, talk to a licensed California employment attorney.