When you report illegal activity, safety violations, or fraud by your employer, you deserve legal protection, not retaliation. As an experienced employment Lawyer in Los Angeles, Steven Rubin has spent more than 37 years protecting employees who have done the right thing. California and federal law are firmly on your side, and unlawful retaliation by your employer can and does lead to significant legal liability.
If your employer has pressured you to stay silent, fired you for speaking up, or retaliated against you in any way after you reported wrongdoing, contact The Rubin Law Corporation today. Our whistleblower lawyers in Los Angeles will evaluate your claim, explain your rights, and fight aggressively to hold your employer accountable. Under California Labor Code 1102.5, employees who report violations of state or federal law to a supervisor or government agency are protected from retaliation, even if reporting is part of their job duties.
What Counts As Whistleblowing?
A whistleblower is an employee, contractor, or concerned citizen who reports illegal, unsafe, or unethical activity within an organization to a supervisor, a government agency, or another person with authority to correct the problem. Common examples include reporting financial fraud, safety violations, unpaid wages, discrimination, or fraud against a government program. You do not need to be the target of the wrongdoing to qualify for protection. You only need a reasonable, good faith belief that what you reported was a violation of the law.
What California Law Says About Whistleblower Protections
California’s whistleblower protections are among the strongest in the nation. An employer, or any person acting on their behalf, cannot retaliate against an employee for disclosing information they reasonably believe reflects a violation of state or federal statute, or of any local, state, or federal rule or regulation. In practical terms, if you reported a violation to a supervisor or to a governmental investigative body and were punished for it through termination, demotion, reduced hours, or any other adverse action, you likely have a cognizable whistleblower claim.
Additionally, California law also protects healthcare workers, including nurses, medical technicians, and physicians, through dedicated provisions that shield those who raise patient safety concerns. The Rubin Law Corporation has extensive experience representing healthcare employees under these statutes.
What We Do in Whistleblower Claims
At The Rubin Law Corporation, our Los Angeles whistleblower attorneys have represented clients in claims ranging from corporate fraud to government contract abuse to workplace safety retaliation throughout Southern California. We take a personal approach to every case, listening carefully to the facts before building a legal strategy that protects your rights and maximizes your recovery. In whistleblower cases, we can help you do the following:
- Evaluate the viability of your claim under statutes including the Sarbanes-Oxley Act, the California False Claims Act, and federal whistleblower laws
- Attempt resolution through direct negotiation or mediation when feasible
- File a lawsuit on your behalf for wrongful termination or retaliation
- Pursue a qui tam action under the False Claims Act if your employer defrauded the federal government
- Determine fair severance and negotiate terms of separation with your future employment in mind
Every whistleblower case is different, and the strongest strategy depends on the specific facts, statute, and employer involved.
Real Results in Whistleblower Cases
See more of our firm’s case results.
One case our firm successfully resolved involved a senior officer at a large multinational corporation who discovered and reported a product defect. He was fired. Before a lawsuit was even filed, we mediated a settlement that preserved his career credentials and reputation, and the entire matter was concluded in a matter of months. Results like these depend entirely on the facts of each case, and past outcomes do not guarantee a similar result in yours.
Protecting Whistleblowers From Illegal Retaliation
Retaliation can take many forms beyond termination. Demotions, pay cuts, hostile treatment, shift changes, or threats designed to force resignation can all constitute illegal retaliation under California and federal law. Our state and federal whistleblower laws guide provides a full overview of the protections available to you.
California False Claims Act (CFCA)
One of the most powerful tools available to whistleblowers is the California False Claims Act (CFCA), codified at Cal. Gov’t Code §§ 12650 to 12656. This statute allows individuals to expose fraud against government entities and provides strong anti-retaliation protections. If you have experienced retaliation for reporting fraud involving government funds or contracts, our attorneys will pursue your rights under the CFCA and all related laws.
Exposing Fraud Under the CFCA
The CFCA mirrors the federal False Claims Act and targets fraud against California state and local governments. Fraudulent conduct covered includes overbilling state agencies, providing substandard goods under government contracts, falsifying records to obtain payment, and avoiding financial obligations to the government. A private individual, typically an insider like an employee, can file a qui tam lawsuit on behalf of the government. If the suit recovers funds, the whistleblower may receive between 15% and 33% of those funds.
Protections and Remedies Under the CFCA
Cal. Gov’t Code § 12653 makes it illegal for employers to retaliate against employees who initiate or participate in CFCA investigations, file qui tam lawsuits, or refuse to engage in illegal conduct. Retaliation under this statute includes termination, demotion, suspension, harassment, or denial of promotions. Remedies for a proven retaliation claim include reinstatement, double back pay, interest, compensation for emotional distress, and attorneys’ fees.
Time Limits Matter
A CFCA retaliation claim must be filed within three years of the retaliatory action. Waiting to speak with an attorney can put evidence and witness memories at risk, so it may help to contact our office as soon as you notice signs of retaliation.
Additional California Whistleblower Protections
Beyond the CFCA, California employees may have overlapping protections under Labor Code § 1102.5, the California Whistleblower Protection Act (Gov. Code § 8547) for state employees, and common law wrongful termination in violation of public policy. Our attorneys analyze all available statutes to maximize your legal protection and potential recovery.
Frequently Asked Questions About Whistleblower Law in Los Angeles
As an employment attorney with decades of experience, Steven Rubin has spoken with thousands of whistleblowers throughout Southern California. Below are the questions asked most often, though this is general information and does not constitute legal advice for your specific situation.
A whistleblower is an employee, contractor, or concerned citizen who reports illegal, unsafe, or unethical activity to appropriate authorities. The individual typically has inside knowledge not available to ordinary observers.
The process depends on the nature and level of the violation. Government employees can usually report misconduct to the supervising branch. Workplace safety violations can be reported to Cal/OSHA. If you need to blow the whistle on financial fraud involving government funds, an experienced qui tam attorney is essential.
A federal law dating to 1863 that allows private citizens to file civil suits on behalf of the federal government. Successful whistleblowers may claim a percentage of the recovered funds.
California takes a hard line on whistleblower retaliation. The moment you believe your employer is retaliating, contact an employment attorney. Do not wait, as statutes of limitations apply and evidence preservation is critical.
In many cases, yes. Certain whistleblower statutes allow reports or lawsuits to proceed without immediately naming the reporting employee, and some agencies keep the whistleblower’s identity confidential during an investigation. Whether anonymity is available, and for how long, depends on the specific law involved, so it may help to discuss your situation with an attorney before you report.
Under California and federal law, employers cannot adopt policies designed to silence whistleblowers, compel employees to participate in illegal activity, or retaliate against employees for reports made against current or former employers. Your anonymity, where protected by law, is also one of your strongest shields.
Contact a Los Angeles Whistleblower Attorney at Rubin Law Corporation Today
The Rubin Law Corporation has been protecting the rights of employees throughout Los Angeles, Orange County, and Southern California for over 37 years. Steven Rubin is a graduate of Brown University and USC Law, an active member of the National Employment Lawyers Association, and has a long record of results in whistleblower and retaliation cases. You can learn more about our firm on our about us page or read about Steven Rubin’s background on our attorney page.
If you have blown the whistle on your employer and are facing consequences, do not face them alone. Contact us online today for a confidential consultation.
