When you report illegal activity, safety violations, or fraud by your employer, you deserve legal protection — not retaliation. As an experienced whistleblower attorney in Los Angeles, Steven Rubin has spent more than 30 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 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 specialized 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, 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
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. The entire matter was concluded in a matter of months.
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 §§ 12650–12656. 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. Claims must be filed within three years of the retaliatory action.
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. This is general information and does not constitute legal advice for your specific situation.
What constitutes whistleblowing?
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.
How do I report illegal activity?
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.
What is the False Claims Act?
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.
What do I do if I fear retaliation?
California takes a hard line on whistleblower retaliation. The moment you believe your employer is retaliating, contact an employment attorney. Do not wait — statutes of limitations apply, and evidence preservation is critical.
What protections can I expect?
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 30 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. If you have blown the whistle on your employer and are facing consequences, do not face them alone. Contact us online or call (310) 385-0777 today for a confidential consultation.
