Wrongful Termination · California & New York
Whistleblower Termination Attorney
Dealing with a whistleblower termination issue? Our California & New York employment attorneys can help you get the compensation you deserve.
Free Case ReviewCommon Whistleblower Termination Scenarios
What You Can Recover in a Whistleblower Termination Case
If you have experienced whistleblower termination, California and New York law give wrongful termination victims real remedies. Depending on the facts of your case, you may be entitled to:
- Back pay and lost wages caused by the whistleblower termination
- Compensatory damages for the emotional distress it caused you
- Punitive damages where the employer's conduct was egregious
- Attorney's fees and litigation costs — most employment statutes shift these to the employer when you win
Whistleblower Termination FAQ
What whistleblower protections exist in California?
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.
What whistleblower protections exist in New York?
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.
What damages can I recover in a whistleblower termination case?
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.
Is there a time limit to file a whistleblower retaliation claim?
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.
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