You see something at work that crosses a line. A safety report gets backdated. A complaint disappears from the system. A policy is quietly rewritten to excuse prior misconduct. In all of these situations, speaking up feels risky—and it is. Whistleblowers often face retaliation, career setbacks, and emotional stress. But without them, workplace abuses go unchecked.
Both state and federal law have strong policies protecting whistleblowers. Under most states’ laws—including California, Colorado, New York, Washington, and other states—employees who oppose illegal conduct are protected from losing their job because of it. Under federal law, employees who oppose a broad range of conduct, especially in regulated industries, are protected from retaliation.
This blog post covers the basics of whistleblower protections in California. We’ll explain how the law defines whistleblowing, discuss who is protected, and walk through some recent whistleblower examples.
At King & Siegel LLP, our whistleblower attorneys help workers understand their rights and take action with confidence. Whether you’re already facing retaliation or weighing your next move, we offer free consultations to help you navigate this moment with strength, discretion, and a strategic edge.
What Is Whistleblowing in California?
California provides some of the strongest whistleblower protections in the country. California law protects employees who report suspected violations of a law, rule, or regulation to an authority. To be protected, your complaint must be made in good faith and based on a reasonable belief that a violation occurred, whether reported internally (e.g., to HR) or externally (e.g., to a government agency).
Federal laws, such as the Sarbanes-Oxley Act, the Occupational Safety and Health Act (OSHA), and the False Claims Act, protect whistleblowers who report fraud, health and safety violations, or government contract abuses. These are just examples of the many federal whistleblower protection laws, as many federal agencies have their own whistleblower protection programs.
State and federal laws protect eligible whistleblowers from employer retaliation for reporting illegal conduct. Common types of retaliation include firing, demotion, reduced hours, threats, blacklisting, or being transferred. Legal protections for whistleblowers typically apply even if the report turns out to be incorrect, as long as it was made in good faith and based on a reasonable belief of misconduct.
What Types of Whistleblowers Are Protected?
Not all whistleblowers operate in the same way or report the same types of misconduct. Here are the most common types of whistleblowers protected under California and federal law:
- Internal whistleblowers. These employees report wrongdoing within the organization, often to HR or a compliance officer. They are protected even if the information never leaves the company.
- External whistleblowers. These workers report misconduct to outside authorities like OSHA, the SEC, or the California Labor Commissioner.
- Anonymous whistleblowers. Some statutes, such as the California False Claims Act, offer protection for anonymous tips, particularly in government fraud cases.
- Health and safety whistleblowers. Cal/OSHA and other state statutes may protect employees who report unsafe working conditions, chemical exposure, or industrial accidents.
- Fraud whistleblowers. These individuals expose financial misconduct, embezzlement, tax fraud, or billing schemes, especially involving government contracts.
- Public employee whistleblowers. Workers in government roles, from city clerks to DMV employees, can file claims under California law, which protects civil servants.
Each type has unique procedural requirements. A whistleblower attorney can help you document evidence, file complaints properly, and stay protected from employer retaliation.
What Are Real-World Whistleblower Examples from California?
California whistleblower cases span nearly every industry. Below are a few important cases that reveal how speaking up can not only help hold wrongdoers accountable but also reshape public safety, corporate behavior, and legal precedent.
Erhart v. BofI Holding, Inc.
In Erhart v. BofI Holding, Inc., a former internal auditor, Charles Erhart, alleged that BofI engaged in misconduct by failing to disclose subpoenas and engaging in risky lending practices. After reporting these concerns to federal regulators, Erhart claimed he faced retaliation. In 2023, the U.S. District Court for the Southern District of California upheld a $1.5 million jury verdict in favor of Erhart and awarded him an additional $2.4 million in attorney fees.
People ex rel. Garcia-Brower v. Kolla’s, Inc.
In People ex rel. Garcia-Brower v. Kolla’s, Inc., an employee reported labor violations to her employer, who was already aware of the misconduct. The employer retaliated against her, leading to legal action.The California Supreme Court held that whistleblower protections under the California Labor Code apply even when the employer is already aware of the reported violations. This decision broadened the scope of state protections for employees.
Lawson v. PPG Architectural Finishes, Inc.
In Lawson v. PPG Architectural Finishes, Inc., Wallen Lawson, a sales manager, reported that his supervisor instructed him to engage in fraudulent practices. After reporting these concerns, Lawson was terminated. The California Supreme Court clarified the burden of proof in whistleblower retaliation claims under state law, stating that employees need only show that their whistleblowing was a contributing factor to the adverse action taken against them.
Lilac Solutions Whistleblower Case
Four former employees of Lilac Solutions, a lithium extraction startup, alleged they were exposed to toxic chemicals and faced retaliation after raising safety concerns. The employees filed a lawsuit claiming whistleblower retaliation. The company countersued, alleging misappropriation of trade secrets. The case highlights the complexities that whistleblowers can face when reporting safety violations.
Scheer v. Regents of the University of California
In Scheer v. Regents of the University of California, Dr. Arnold Scheer, a faculty member, alleged that he faced retaliation after reporting concerns about patient safety and billing irregularities within the University of California system. The California Court of Appeals reversed the trial court’s grant of summary judgment in favor of the defendants, allowing Dr. Scheer’s whistleblower retaliation claims to proceed.
These whistleblower examples show that it is often individuals, not agencies, who make the difference. Each of these workers stepped forward knowing their careers were at risk. And each used California’s whistleblower statutes to demand justice.
King & Siegel LLP: California Whistleblower Attorneys
If you are considering blowing the whistle, do not wait for things to escalate. At King & Siegel LLP, we understand what is at stake. And we know how to take on powerful companies—and win. Whether you report corporate fraud, unsafe conditions, or government corruption, our Los Angeles-based firm will help you build a strategy, protect your future, and hold wrongdoers accountable.
Our attorneys trained at the nation’s most elite law schools, including Harvard, Columbia, Stanford, and NYU, and litigated at the country’s most respected firms. We offer free 30-minute consultations, in English or Spanish. We only represent employees, never corporations.
Contact us and let us help you act strategically, legally, and with confidence.
Julian Burns King graduated with honors from Harvard Law School and founded King & Siegel in 2018. As head of the Firm’s discrimination and harassment practice areas, she champions the rights of working parents and victims of workplace discrimination and harassment. She has been recognized as a “Rising Star” by Super Lawyers annually since 2018 and has recovered tens of millions of dollars on behalf of her clients.