Speaking up in the workplace—especially about illegal or unethical conduct—can feel risky. But California law provides strong protections for employees who report wrongdoing. If you were fired, demoted, or otherwise punished for reporting violations, you may be a victim of wrongful termination under whistleblower protection laws.
At PLBH, we advocate for employees who are brave enough to speak out. Here’s what you need to know about how whistleblower laws work and how they protect your job and your future.
What Is Whistleblowing?
Whistleblowing occurs when an employee reports illegal, unsafe, or unethical behavior by an employer or coworker. This can include reporting to:
- A government agency or law enforcement
- A supervisor or someone within the company
- A regulatory body (such as OSHA, the EEOC, or the IRS)
In many cases, whistleblowers are raising concerns about:
- Workplace safety violations
- Fraud or embezzlement
- Discrimination or harassment
- Wage and hour violations
- Environmental law violations
- Health code or patient care breaches
Legal Protections for Whistleblowers
California offers some of the most robust whistleblower protections in the country. Under both state and federal law, it is illegal for an employer to retaliate against an employee for reporting violations or participating in an investigation.
Protected actions include:
- Filing a complaint with a government agency
- Reporting internally to a supervisor or HR
- Participating in a workplace investigation
- Refusing to engage in illegal conduct
- Testifying in a legal proceeding related to workplace violations
Retaliation can take many forms, such as:
- Termination
- Demotion
- Pay cuts
- Harassment or intimidation
- Denial of promotions or benefits
- Unfounded disciplinary actions
If any of these happened to you after reporting misconduct, you may have a valid claim for wrongful termination or workplace retaliation.
How to Know If You’ve Been Wrongfully Terminated
Not every firing is illegal, but if your termination happened shortly after a protected whistleblowing action, and your job performance did not warrant dismissal, it could be considered wrongful.
Warning signs of retaliatory termination:
- Sudden negative performance reviews after you report a violation
- Being isolated, reassigned, or micromanaged without reason
- A clear change in treatment by supervisors or coworkers
- Termination without explanation or for vague reasons
- The employer trying to force you to resign
These patterns often point to a retaliatory motive and should be taken seriously.
What You Can Do if You’re Retaliated Against
If you suspect retaliation, it’s critical to document everything. Keep a detailed record of:
- What you reported and when
- Who you reported it to
- Any subsequent changes in your job conditions or treatment
- Any communications (emails, texts, memos) that support your case
You do not need to prove that the employer actually broke the law—only that you had a reasonable belief that something unlawful was happening and that you were punished for speaking up.
Next, contact an employment law attorney who focuses on employee rights. An experienced lawyer can:
- Evaluate your situation
- File a complaint with the appropriate agency (like the California Labor Commissioner or DFEH)
- Represent you in a lawsuit for damages such as lost wages, emotional distress, and reinstatement
Let PLBH Help You Stand Up for What’s Right
Whistleblowers are essential to keeping workplaces honest, safe, and legal—and they shouldn’t have to suffer for doing the right thing. If you believe you were wrongfully terminated for reporting misconduct, PLBH is here to help.
Call PLBH at (800) 435-7542 to schedule a confidential consultation. We’ll review your case and help you fight back with the full protection of the law. You spoke up—now let us stand up for you.