Under Section Whistleblower, an employer may not retaliate against an employee who has made a protected disclosure. A “protected disclosure” includes any good faith communication by an employee that discloses or opposes any activity by the employer that violates the law or public policy. This can include reporting violations of labor laws, environmental regulations, consumer protection laws, or any other law or regulation.
Retaliation can take many forms, including termination, demotion, suspension, harassment, or any other adverse employment action. Employers who retaliate against an employee for making a protected disclosure can be held liable for damages, including lost wages, emotional distress, and other harm caused by the retaliation.To be protected under Section whistleblower, the employee must have made the protected disclosure in good faith. This means that the employee must have believed, at the time of the disclosure, that the information was accurate and that the employer was engaged in illegal or unethical conduct. The employee does not have to prove that the employer actually violated the law, only that the employee believed that the conduct was illegal or unethical.

Employees who believe that they have been retaliated against for making a protected disclosure can file a complaint with the California Labor Commissioner or file a lawsuit in court. It is important to note that there are strict time limits for filing these types of claims, and employees should consult with an experienced employment law attorney as soon as possible to protect their rights. In conclusion, Section Whistleblower of the California Labor Code provides important protections for employees who report violations of the law by their employers. This “whistleblower” statute is designed to encourage employees to come forward with information about illegal or unethical conduct in the workplace without fear of retaliation. If you believe that you have been the victim of retaliation for making a protected disclosure, it is important to consult with an experienced employment law attorney who can help you understand your legal rights and options.