California Whistleblower Laws

March 30, 2024

California Whistleblower Law protects employees who report violations of law or safety hazards at work. The law prohibits employers from retaliating against whistleblowers, such as firing, demoting, or reducing pay.

Here's a quick breakdown of what California Whistleblower Laws cover:

  • Protected Activities: Reporting violations of state or federal law, refusing to participate in illegal activity, and reporting safety hazards.
  • Employer Protections: Employers cannot retaliate against whistleblowers for these activities.
  • Legal Recourse: Whistleblowers who face retaliation can sue their employers for damages and reinstatement.

If you believe you may be a whistleblower under California law, it's important to consult a California whistleblower attorney to understand your rights and legal options.

Key California Whistleblower Protections

A. California Whistleblower Protection Act (Gov. Code § 8547-8547.12)

Public Sector Whistleblowers

The California Whistleblower Protection Act (CWPA) is a cornerstone statute safeguarding public employee whistleblowers in the state. Enacted to encourage government transparency and accountability, the CWPA prohibits retaliation against public employees who report “improper governmental activities” such as, suspected violations of law or unsafe work practices.


  • Broad Protections: The CWPA covers a wide range of disclosures, including violations of state or federal law, fraud, waste, and abuse of authority.
  • Internal and External Reporting: Employees can report wrongdoing internally to supervisors or externally to the California state personnel board, a law enforcement agency, state or local government bodies, or regulatory authorities without fear of reprisal.
  • Anti-Retaliation Provision: The CWPA prohibits employers from taking any adverse employment action, such as termination, demotion, or salary reduction, against whistleblowers.

The CWPA empowers public employees to be a vital check on government misconduct. By protecting whistleblowers, the law encourages a work environment where employees can raise concerns without jeopardizing their careers. This ultimately benefits the public by promoting a more ethical and efficient government.

B. California Labor Code Section 1102.5: Protecting Private Sector Whistleblowers

California Labor Code Section 1102.5 (Labor Code 1102.5) serves as the foundation for whistleblower protections in the private sector and is another critical whistleblower statute. It safeguards employees from retaliation for reporting violations of the law or refusing to participate in illegal activities.

What It Protects:

  • Reporting Violations: Employees can disclose violations of California state law or federal law, including health and safety codes, environmental regulations, or financial reporting requirements.
  • Refusing Illegal Activity: Labor Code 1102.5 protects employees who refuse to participate in activities that violate the law, even if instructed to do so by a supervisor.
  • Examples of Covered Activities: Reporting wage theft, unsafe working conditions, discrimination, or potential fraud are all protected disclosures under Labor Code 1102.5.
  • Prohibition of Anti-Whistleblower Policies: Labor Code 1102.5 also prevents employers from creating rules or policies that deter or prohibit employees from acting as whistleblowers.

Broad Retaliation Protections:

Labor Code 1102.5 prohibits a wide range of retaliatory actions by employers, including termination, demotion, pay cuts, or even negative performance reviews. If an employee suffers retaliation after a whistleblowing disclosure, they may have legal recourse.

C. Additional Whistleblower Protections in California

Beyond the core protections of the CWPA and Labor Code 1102.5, California offers additional whistleblower safeguards in specific industries and circumstances. Here's a brief overview:

  • Health and Safety Code Section 1278.5: Protects healthcare workers who report violations of patient care standards or healthcare fraud.
  • Labor Code Section 98.6: Specifically safeguards employees who report wage theft or other labor code violations.
  • Education Code Sections 44110-44114: Offer whistleblower protections for teachers and other school employees who report violations of law or student safety concerns.
  • Labor Code Section 6310: Protection for Safety Complaints: Specifically protects employees who raise concerns about unsafe or unhealthy working conditions.
Statute Protected Employees Areas Covered
Government Code Section 8547 et seq. State Employees Broader protections than CWPA for reporting violations of law, waste, abuse of authority.
Health and Safety Code Section 1278.5 Healthcare Workers Reporting violations of patient care standards or healthcare fraud.
Labor Code Section 98.6 All Employees Reporting wage theft or other labor code violations.
Education Code Sections 44110-44114 Teachers & School Employees Reporting violations of law or student safety concerns.

Note: This list is not exhaustive. Consulting an employment attorney can help you determine if specific whistleblower protections apply to your situation.

Reporting Mechanisms and Legal Recourse

How to Report Violations or Misconduct

California whistleblower laws give employees several avenues to report violations or misconduct:

  • Internal Reporting: Employees can often report concerns directly to supervisors, human resources departments, or internal compliance hotlines. This allows the company to address the issue internally and potentially avoid legal ramifications.
  • External Reporting: When internal reporting isn't an option, or employees fear retaliation, they can report violations to external agencies. This may include local, state, or federal law enforcement, regulatory agencies overseeing the industry, or oversight boards specific to the employer (e.g., school board).


While some internal reporting systems offer confidentiality options, it's important to understand that absolute confidentiality may be difficult to guarantee.  Employees considering external reporting should research the specific agency's whistleblower protection policies to understand their confidentiality procedures.

Understanding Retaliation and Its Prohibitions

California whistleblower law strictly prohibits employers from retaliating against employees who engage in protected activities, such as reporting violations. Here are a few key points to understand with regard to retaliation and employee rights:

  • Legal Standards: To establish a retaliation claim, an employee typically needs to show they made a protected disclosure (reported a violation), suffered an adverse employment action (termination, demotion), and a causal connection exists between the two (retaliation occurred because of the disclosure).
  • Examples of Retaliation: Adverse employment actions can encompass a wide range of employer conduct, including termination, demotion, pay cuts, negative performance reviews, increased workloads, or even creating a hostile work environment.

Legal Recourse for Whistleblowers Facing Retaliation

California whistleblower laws provide legal recourse for employees who experience retaliation after making a protected disclosure. Whistleblowers may file lawsuits in state courts and, in some significant cases, may even appeal their cases up to the California Supreme Court, particularly in precedent-setting or highly contentious disputes. A few important points to understand in this context are as follows:

  • Burden of Proof: In whistleblower retaliation cases, the burden of proof in whistleblower retaliation cases often shifts between the employee and employer. Initially, once an employee establishes a prima facie case of retaliation by providing initial evidence to support their claim, the burden then shifts to the employer. The employer must demonstrate a legitimate, non-retaliatory reason for the adverse employment action. If the employer meets this burden, it then shifts back to the employee, who must show that the employer’s stated reason was merely a pretext for retaliation.
  • Potential Remedies: If successful with a whistleblower retaliation claim, employees may be entitled to a variety of remedies, including:
    • Reinstatement: An order requiring the employer to reinstate the employee to their previous position.
    • Back Pay: Compensation for lost wages and benefits due to the retaliation.
    • Front Pay: Compensation for future lost wages if reinstatement is not feasible.
    • Compensatory Damages: Monetary awards to compensate for emotional distress or other damages caused by the retaliation.
    • Punitive Damages: In egregious cases, courts may award punitive damages to punish the employer for malicious conduct.
    • Legal Fees: In some cases, courts may award reasonable attorney's fees to whistleblowers who prevail in their claims.

Working with an employment attorney in these cases can maximize the types of remedies and the extent to which they are given.

Statute of Limitations (deadlines for filing claims)

California whistleblower laws have specific deadlines for filing retaliation claims. These deadlines vary depending on the specific statute under which a claim is brought. Here's a general overview:

  • Labor Code 1102.5: Employees generally have three years from the date of the retaliatory action to file a lawsuit under Labor Code 1102.5.
  • California False Claims Act: Claims brought under the California False Claims Act (Government Code Sections 12650-12656) for retaliation typically have a three-year deadline from the date of retaliation. However, extensions may be available in certain circumstances.

For this reason, it's important to act promptly if you believe you have been retaliated against for whistleblowing. Consulting with an employment attorney can help ensure you meet the relevant deadlines and preserve your legal rights.

Navigating California Labor Code Section 1102.5

Employees in the private sector can leverage the protections of Labor Code 1102.5. Here's how to navigate this statute effectively:

  • Safe Reporting: Consider reporting internally first, following your employer's established procedures. If internal reporting feels unsafe or proves ineffective, explore external reporting options with the relevant government agency.
  • Document Everything: Maintain a record of the wrongdoing, your reports (internal and external), and any retaliation you experience. Dates, times, specific details, and witness statements can serve as clear and convincing evidence.
  • Seek Legal Guidance: Consulting an employment attorney experienced in whistleblower retaliation under Labor Code 1102.5 can enhance the outcome of your case. An attorney can provide timely and relevant advice, assist with evidence gathering, and ensure your rights are protected throughout the claim process.

Other Protections for Whistleblowers

A. Fair Employment and Housing Act (FEHA) Anti-Retaliation Provisions

California's Fair Employment and Housing Act (FEHA) adds another layer of protection for whistleblowers beyond the core whistleblower statutes. FEHA prohibits employers from retaliating against employees for opposing discrimination or harassment in the workplace, which can encompass whistleblowing activities in certain situations.

Key Points:

  • Broader Scope: FEHA covers a wider range of protected activities compared to whistleblower protection laws, including opposing discrimination based on race, religion, gender, disability, or other protected characteristics.
  • Overlapping Protection: If a whistleblower disclosure also reveals potential discrimination or harassment, FEHA's anti-retaliation provisions may apply, offering additional legal recourse.
  • Burden of Proof: Similar to whistleblower retaliation claims, FEHA claims typically require employees to show they engaged in a protected activity (opposing discrimination), suffered an adverse employment action, and a causal connection exists between the two.

Example: An employee reports to their supervisor that they believe a colleague is being discriminated against based on their age. The supervisor retaliates by demoting the employee who reported the issue. In this scenario, the employee may have a claim for retaliation under both FEHA and whistleblower protection laws, depending on the specific circumstances of the discrimination and the reported violation.

B. California False Claims Act (FCA) Whistleblower Rewards ("Qui Tam" Lawsuits & Financial Incentives)

California's False Claims Act (FCA) offers financial incentives for whistleblowers who come forward with information about fraud against the state government. Here's a summary of key points:

  • "Qui Tam" Lawsuits: The FCA empowers individuals, known as relators, to file lawsuits on the state's behalf (qui tam lawsuits) to expose false claims submitted to obtain government funds or benefits.
  • Financial Incentives: Relators who prevail in FCA lawsuits are entitled to a share of the funds recovered by the state as a result of the Relator’s non-public information, typically ranging from 15% to 33% depending on the circumstances. This can be a significant financial reward for whistleblowers who uncover substantial fraud.
  • Focus on Government Fraud: Unlike broader whistleblower laws, the FCA specifically targets false claims submitted to the government. This may include fraudulent billing, manipulating records to obtain funds, or other deceptive practices aimed at defrauding the state.

Important Considerations:

  • Legal Expertise: FCA lawsuits can be complex, and consulting with an attorney experienced in whistleblower litigation can ensure compliance with legal requirements, and maximize your potential reward.
  • Not Exclusive Remedy: The FCA is not an exclusive remedy for whistleblowers. Depending on the nature of the wrongdoing, other whistleblower protection laws may also apply.

Example: An employee at a company contracted with the state discovers evidence that the company is overbilling for services rendered. The employee can file a qui tam lawsuit under the FCA, potentially recovering a portion of the funds recouped by the state if the lawsuit is successful.

Limitations of California Whistleblower Laws

While California law offers robust whistleblower protections, it's important to understand some of the limitations:

Investigation and Enforcement Procedures:

  • Burden of Proof: The burden of proof typically falls on the employee to establish a whistleblower retaliation claim. This means the employee needs to provide evidence to support their allegations.
  • Lengthy Process: Investigations into whistleblower retaliation claims can take time, leaving employees waiting for resolution for extended periods.
  • Limited Resources: Government agencies responsible for enforcing whistleblower laws may have limited resources to investigate every claim thoroughly.

Additional Considerations:

  • Internal Reporting Challenges: Internal reporting mechanisms may not always be effective, and employees may fear retaliation even within the company.
  • Exemptions: Certain employers or industries may have exemptions from some whistleblower protection laws. Consulting with an attorney can help clarify if these exemptions apply to your situation.
  • No Guarantee of Success: Even if an employee meets all legal requirements, there's no guarantee of success in a whistleblower retaliation case.

Confidentiality Challenges

  • Maintaining Confidentiality: It can be difficult for whistleblowers to maintain complete confidentiality, especially when reporting externally.
  • Potential for Retaliation: Even with confidentiality measures in place, there's always a risk that an employer may discover the whistleblower's identity and retaliate.

Scope of Protection

  • Specificity Required: Whistleblower protections typically apply to disclosures of specific violations of law or safety hazards. Vague or unsubstantiated reports may not be covered.
  • No Protection for Frivolous Complaints: Whistleblower laws are not meant to shield employees who make false or malicious reports.

"Reasonable Belief" Standard for Protected Disclosures

California whistleblower protections hinge on the concept of a "reasonable belief." This means that to qualify for protection, an employee's disclosure of wrongdoing must be based on a reasonable belief that it violates the law, creates a safety hazard, or involves fraud or other misconduct.

Key points within the "reasonable belief" standard are:

  • Objective Standard: The reasonableness of an employee's belief is judged objectively, considering the information available to them at the time of the disclosure.
  • Not Absolute Certainty: Employees don't need to have absolute certainty about the wrongdoing to be protected. A good faith belief based on reasonable suspicion is generally sufficient.
  • Seeking Clarification: If unsure about the legality or safety of a practice, consulting with a supervisor or seeking legal advice can strengthen the employee's position.
  • Mistaken Belief: Even if the employee's belief about the wrongdoing turns out to be mistaken, they may still be protected as long as their belief was reasonable under the circumstances.

Example: An employee observes what appears to be unsafe work practices on the job site. They report their concerns to their supervisor, even though they may not have all the technical details or regulations memorized. If their belief about the potential safety hazard was reasonable based on what they observed, they likely qualify for whistleblower protection, even if a subsequent investigation reveals the practice wasn't technically a violation.

Despite these limitations, California's whistleblower laws offer significant protections for employees who speak up about wrongdoing. Knowing these limitations can help whistleblowers manage expectations and make informed decisions about reporting violations.

Federal Whistleblower Protections Applicable in California

In addition to California's robust whistleblower laws, federal statutes offer further protections for employees in certain situations. Here, we'll take a brief look at a key federal whistleblower law applicable in California:

Sarbanes-Oxley Act (SOX) for Publicly Traded Companies (brief overview)

The Sarbanes-Oxley Act (SOX) of 2002 is a federal law designed to restore public trust in corporate accounting practices after a wave of financial scandals. It includes provisions that protect whistleblowers who report accounting fraud or other corporate wrongdoing at publicly traded companies.

Key Points about SOX Whistleblower Protections:

  • Applies to Public Companies: SOX protections are limited to employees of publicly traded companies registered with the Securities and Exchange Commission (SEC).
  • Broader Scope of Protected Disclosures: SOX offers broader protection compared to some California whistleblower laws. It covers disclosures related to accounting fraud, corporate misconduct affecting financial reporting, or violations of securities laws.
  • Enhanced Anti-Retaliation Provisions: SOX prohibits retaliation against whistleblowers who report violations under the Act and strengthens employee protections compared to some state laws.
  • Independent Reporting Mechanisms: SOX allows whistleblowers to report violations directly to the SEC, providing an alternative to internal reporting channels.

Important Considerations:

  • Deadlines for Filing Claims: SOX has strict deadlines for filing whistleblower retaliation claims, including a 180-day deadline from the date of the retaliation to file with the U.S. Department of Labor. Consulting with an attorney can ensure you meet these deadlines and preserve your legal rights.
  • Complexity of SOX Claims: SOX whistleblower claims can be complex, and legal expertise is often recommended to navigate the process effectively.

While SOX offers valuable protections for whistleblowers in publicly traded companies, it's important to understand its limitations. Consulting with an employment attorney can help you determine if SOX applies to your situation and guide you through the appropriate course of action.

The Courage to Speak Up

California empowers you to expose wrongdoing at work. Get informed, consult an attorney, and remember – your voice matters. With the law on their side, those who take action can help to create a work environment where speaking up about unethical practices becomes the norm, not the exception.

California's whistleblower laws protect employees who report wrongdoing. If you suspect retaliation or have questions about your rights, our employment lawyers can help. Get a free, confidential consultation - call 415-693-0300 or send us a message using the form below, today.



Related Posts


Law Offices of 
Jeremy Pasternak

Get an answer from our trusted employment law attorneys

  • This field is for validation purposes and should be left unchanged.

San Francisco

354 Pine St, 5th Floor 
San Francisco, CA 94104 
Phone: 415-693-0300 
Fax: 415-693-0393 
Get Directions To Our Office

Los Angeles

707 Wilshire Blvd., Suite 3700
Los Angeles, CA 90017 
Phone: 213-797-5823 
Get Directions To Our Office
© 2024 Jeremy Pasternak. All Rights Reserved.