The California Whistleblower Lawyer Has A New Protection For Whistleblowers
The California whistleblower lawyer has long been at the forefront of protecting employees and whistleblowers against retaliation, and a new whistleblower law, SB 497, reinforces this commitment. The law gives a California whistleblower lawyer a more powerful method to combat retaliation. Signed into law by Governor Gavin Newsom on October 8, 2023, the “Equal Pay and Anti-Retaliation Protection Act” marks a significant milestone in bolstering protections for whistleblowers across the state.
Effective January 1, 2024, the Anti-Retaliation Protection Act fundamentally alters the landscape of California’s employment laws. One of the most notable changes is the introduction of a “rebuttable presumption of retaliation.” This means that if an employer takes adverse action against an employee within 90 days of the employee engaging in protected activity under Labor Code sections 98.6, 1102.5, and 1197.5, it is presumed to be retaliatory unless proven otherwise.
Previously, whistleblowers faced a burdensome three-step process to prove retaliation, requiring them to establish a connection between their protected activity and the adverse employment action. However, SB 497 streamlines this process by shifting the burden onto employers to justify their actions if they occur within the specified timeframe after protected activity. This significant change empowers whistleblowers by making it easier to hold employers accountable for retaliatory behavior.
Penalties for Retaliation
Moreover, SB 497 enhances penalties for employers found guilty of retaliation under section 1102.5, imposing civil penalties of up to $10,000 per employee for each violation. This increased penalty underscores the seriousness with which California addresses retaliation and serves as a strong deterrent to employers engaging in such practices.
Additionally, the new law clarifies that employees cannot be retaliated against for discussing their wages with colleagues or inquiring about another employee’s compensation. This provision aims to foster transparency in the workplace and protect employees’ rights to freely discuss and address issues related to pay equity.
One Year Statute of Limitations
The new law encourages California whistleblowers to act fast, because the shorter one-year statute of limitations could bar their retaliation claims.
For whistleblowers in California, SB 497 represents a crucial tool in safeguarding their rights and promoting a fair and just work environment. If you believe you have been subjected to retaliation for engaging in protected activity, whether it involves filing a claim, reporting violations of the law, or raising concerns about pay equity, our law firm is here to help.
Contact Us
At Price Armstrong, we specialize in advocating for employees’ rights and holding employers accountable for unlawful conduct. Our experienced attorneys are dedicated to guiding whistleblowers through the legal process and fighting for the justice they deserve. We have a California whistleblower lawyer ready to help you.
Don’t hesitate to reach out to us if you have experienced retaliation in the workplace. Your rights matter, and we are committed to protecting them under California law. Contact us today to schedule a confidential consultation and take the first step toward asserting your rights as an employee.
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Before you do anything else: do not publicize your allegations — online, to the press, or at work. False Claims Act cases are filed under seal, and only the first whistleblower to file can recover. Talk to a lawyer before you talk to anyone. Use a personal device and personal email, not your employer’s.
Submitting this form does not create an attorney‑client relationship, and information sent before we complete a conflict check cannot be guaranteed confidential — please do not include detailed evidence or your employer’s name yet. Attorney responsible for this content: Graham Cotten, Price Armstrong LLC, Birmingham, Alabama. We represent whistleblowers nationwide in federal False Claims Act matters, associating local counsel where required.
