Whistleblower Attorneys in Long Beach, California
Reviewed by Eliot J. Rushovich, Managing Partner, Rise Law Firm, PC. Last updated October 2026.
Am I protected if I report illegal conduct at work in California?
Yes. California’s whistleblower law, Labor Code section 1102.5, prohibits an employer from firing, demoting or otherwise retaliating against an employee who reports what the employee reasonably believes is a violation of law, whether the report is made to a government agency or internally to a supervisor. It also protects employees who refuse to take part in illegal activity. Rise Law Firm represents employees only, never employers, and handles whistleblower retaliation cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you.
If you were punished for reporting misconduct, call (310) 728-6588 or contact us to request a free, confidential consultation.
Rise Law Firm represents employees who live or work in Long Beach. Long Beach employers range from the Port of Long Beach and the logistics companies that serve it to hospitals, schools, aerospace companies and the City of Long Beach itself, and the same California protections apply to all of them. If your employer is a public agency, such as the City or the school district, a government claim may be due within six months, so it is especially important to act quickly.
Who is protected under California whistleblower law?
Labor Code section 1102.5 protects an employee who discloses information about a violation of a local, state or federal law, rule or regulation to:
- A government or law enforcement agency
- A public body conducting an investigation, hearing or inquiry
- A supervisor or another person with authority over the employee
- Another employee with authority to investigate, discover or correct the violation
The protection applies even if reporting the issue is part of your job, and even if your employer only believes you reported or might report. You do not need to prove that a law was actually broken. It is enough that you reasonably believed it was.
Does reporting internally to my boss or HR count?
Yes. A report to a supervisor, a compliance department, or another person with authority to investigate or correct the problem is protected under section 1102.5. Many whistleblower cases begin with an internal complaint, not a report to the government.
Am I protected if I refuse to do something illegal?
Yes. Section 1102.5 also prohibits retaliation against an employee who refuses to participate in an activity that would violate a state or federal law or regulation. Common examples include refusing to falsify records, to misbill insurers or government programs, to ignore safety rules, or to mislead customers or regulators.
What kinds of reports are protected?
Whistleblower cases often involve reports of:
- Fraud, including billing, accounting, securities or tax fraud
- Health and safety violations (Labor Code section 6310)
- Wage and hour violations, such as unpaid overtime or missed meal and rest breaks
- Environmental violations, such as illegal dumping
- Discrimination or harassment. See our page on retaliation.
- Patient care and safety concerns at hospitals and other health facilities (Health and Safety Code section 1278.5)
- Misuse of public funds by a government employer
How do you prove whistleblower retaliation?
The evidence usually comes from timing, changes in how you were treated after your report, inconsistent explanations for the employer’s decision, and documents such as emails and performance reviews. California law makes these cases easier to prove in two ways:
- A lower burden of proof. Under Labor Code section 1102.6, you need to show only that your report was a contributing factor in the employer’s decision. The employer must then prove by clear and convincing evidence that it would have made the same decision for legitimate, independent reasons.
- The 90-day presumption. Since January 1, 2024, if an employer takes adverse action within 90 days after a report protected by section 1102.5, the law presumes the action was retaliatory.
What other whistleblower laws may apply?
Depending on your employer and what you reported, other laws may protect you or give you additional remedies:
- Public companies. The Sarbanes-Oxley Act protects employees who report securities or shareholder fraud. The Dodd-Frank Act protects employees who report to the SEC and may provide an award of 10 to 30 percent of sanctions over $1 million.
- Fraud on the government. The federal and California False Claims Acts prohibit retaliation against employees, contractors and agents who act to stop fraud against the government, and we represent employees in those retaliation claims. A whistleblower may also be able to bring a separate qui tam case on the government’s behalf and receive a share of what the government recovers. We refer qui tam cases to firms that focus on them, and we can coordinate with that counsel on your retaliation claim.
- Health care workers. Health and Safety Code section 1278.5 protects staff who complain about patient care and safety.
- Public employees. State and local government employees have additional protections under the California Whistleblower Protection Act and related statutes.
What should I do if I am retaliated against for reporting?
- Write down what you reported, when, to whom, and each action taken against you afterward.
- Keep copies of documents you are lawfully entitled to have, such as your own complaint emails, performance reviews and pay records. Do not take confidential company materials or patient information.
- Request your personnel file and payroll records (Labor Code sections 1198.5 and 226).
- If you believe you were fired or punished for an illegal reason, do not sign a severance agreement or release before speaking with an employment lawyer.
- Speak with an employment lawyer promptly. Some deadlines are as short as 180 days.
How long do I have to file a whistleblower claim?
| Claim | Deadline |
|---|---|
| Whistleblower retaliation under Labor Code section 1102.5 | 3 years to file a lawsuit |
| Complaint to the Labor Commissioner for retaliation under the Labor Code | 1 year |
| Wrongful termination in violation of public policy | 2 years |
| Sarbanes-Oxley retaliation | 180 days to file a complaint with OSHA |
| False Claims Act retaliation | 3 years |
| Claims against a public employer | A government claim generally must be presented within 6 months |
These are general rules, and the facts of your case can change them. Contact us as early as possible so that no deadline is missed.
What compensation can a whistleblower recover?
Depending on the claim, a whistleblower who was retaliated against may recover:
- Lost wages and benefits (back pay), doubled in some False Claims Act cases
- Future lost earnings (front pay)
- Damages for emotional distress
- Punitive damages when the employer acted with malice, oppression or fraud
- A civil penalty of up to $10,000 per violation under Labor Code section 1102.5
- Attorney’s fees and costs
- In some cases, reinstatement
How much does it cost to hire Rise Law Firm?
Nothing up front. We handle whistleblower retaliation cases on a contingency basis, which means there are no fees or costs unless we recover compensation for you. You can contact us to request a free, confidential consultation.
Why whistleblowers choose Rise Law Firm
- We represent employees only. We never represent employers. We have represented employees at all levels, from chief executives to minimum-wage workers.
- Harvard educated lawyers trained at national law firms. Managing Partner Eliot J. Rushovich, a graduate of Harvard College and Harvard Law School, began his career at O’Melveny & Myers LLP. Partner Lisa M. Watanabe-Peagler practiced in the Labor and Employment group at Epstein Becker & Green, P.C., where she represented employers, which gives our clients direct insight into how companies defend these cases.
- Recognized by our peers. Eliot J. Rushovich and Lisa M. Watanabe-Peagler have each been selected to Southern California Super Lawyers for 2022 through 2027. Mr. Rushovich holds an AV Preeminent Peer Review Rating from Martindale-Hubbell.
- A record of results. We are particularly well known for handling high-profile cases and have secured millions of dollars for clients, including recoveries against major companies, government entities, and celebrities. See our case results. Past results do not guarantee a similar outcome in any future case.
Contact our Long Beach whistleblower lawyers
Call (310) 728-6588 or contact us online to request a free, confidential consultation. We represent employees who live or work in Long Beach from our office at 8383 Wilshire Boulevard, Suite 800, Beverly Hills, CA 90211. Consultations are by appointment.