Whistleblower Termination Attorney

California Labor Code § 1102.5 is one of the strongest whistleblower statutes in the nation. It prohibits retaliation against employees who report suspected violations of state or federal law to a government or law enforcement agency, or to a supervisor who has authority to investigate. The burden of proof shifted to employers after the 2024 amendment.

New York Labor Law § 740 was significantly expanded in 2022, now protecting employees who disclose or threaten to disclose any activity, policy, or practice of the employer that the employee reasonably believes is in violation of law, rule, or regulation, or that poses a substantial and specific danger to public health or safety.

In California, you can recover lost wages, benefits, reinstatement, and attorneys' fees. Under NY Labor Law § 740, remedies include reinstatement, back pay, front pay, compensatory damages, punitive damages up to $10,000, attorneys' fees, and injunctive relief.

In California, you generally have three years under Labor Code § 1102.5. In New York, the statute of limitations under Labor Law § 740 is two years from the retaliatory action. Federal whistleblower statutes like Sarbanes-Oxley have shorter deadlines (180 days), so prompt action is critical.