Laws by State

Whistleblower Laws by State 2025

State
Laws Protecting Employers
Complaint Protections
Alabama Flag
AlabamaStateEmployers can't punish employees for reporting violations to authorities. This includes pay reduction, termination, transfer, or demotion.
Alaska Flag
AlaskaPublicPublic employers can't retaliate against employees who report violations or participate in public concern inquiries/court proceedings.
Arizona Flag
ArizonaNone
Arkansas Flag
ArkansasNone
California Flag
CaliforniaAllAny employee who reports reasonable proof of state or federal violations is protected from adverse action.
Colorado Flag
ColoradoStateState agencies and their managers can’t retaliate against or terminate an employee for reporting prohibited activities.
Connecticut Flag
ConnecticutPrivate and PublicEmployers can't punish employees for reporting actual or suspected illegal activities at any level. Disclosing the employee's name is illegal. False reports are not protected and may result in termination.
Delaware Flag
DelawarePublicEmployers can't punish employees for reporting actual or suspected illegal activities. False reports are not protected and may result in termination.
District of Columbia Flag
District of ColumbiaNone
Florida Flag
FloridaPrivate and PublicEmployers can't punish employees for reporting violations that endanger public welfare, health, or safety. This includes adverse personnel measures, termination, or other disciplinary action.
Georgia Flag
GeorgiaNone
Hawaii Flag
HawaiiPrivate and PublicRetaliation against a reporting employee is prohibited, including discrimination in employment terms, compensation, location, conditions, or privileges. Threats or termination are also prohibited.
Idaho Flag
IdahoNone
Illinois Flag
IllinoisPublicEmployers can't discipline employees for reporting protected activities if the employee reasonably believes violations occurred. The employee's name can't be revealed without consent.
Indiana Flag
IndianaStateEmployers can't retaliate against employees with termination, denial of benefits or wages, job reassignment, transfer, or demotion. False reporting is not protected.
Iowa Flag
IowaStateAn employer can’t terminate an employee or take adverse personnel action in retaliation for a whistleblower report.
Kansas Flag
KansasStateState employees can discuss agency operations with legislators or report violations of federal or state laws. The employee must disclose the nature of the testimony and any legislative requests to supervisors. Disciplinary action is allowed for disclosing confidential information or giving false testimony.
Kentucky Flag
KentuckyStateEmployees are protected from retaliation for reporting violations of laws, fraud, mismanagement, or endangering public health. They don't need to notify a supervisor before making a report. The employee must disclose the nature of the testimony and any legislative requests to supervisors. Disciplinary action is allowed for disclosing confidential information or giving false testimony.
Louisiana Flag
LouisianaAllEmployees can report potential environmental protection law violations or provide testimony in state labor law violation investigations. Employers can't retaliate or discriminate against them. Retaliated employees can seek triple damages, attorney fees, and court costs in district court for disclosing violations of environmental protection laws.
Maine Flag
MainePrivate and PublicEmployees can report violations or refuse risky activities. Employers can't retaliate or discriminate against them. Before reporting, employees must inform their supervisor and give time to correct. Complaints can be filed with the Maine Human Rights Commission, and victims can seek compensation under common law.
Maryland Flag
MarylandNone
Massachusetts Flag
MassachusettsAllEmployers can't retaliate against employees who report safety, public health, or environmental violations or risks. Termination, demotion, or suspension as retaliation is prohibited.
Michigan Flag
MichiganAllEmployers can't discriminate or terminate an employee for reporting illegal activity to the government. False reports aren't protected. They also can't retaliate against an employee asked to participate in a hearing, inquiry, investigation, or court action.
Minnesota Flag
MinnesotaPrivate and PublicEmployers can’t retaliate against employees for reporting or refusing to participate in violations of federal or state law. False reports are not protected. Retaliation includes various actions like discrimination, threats, termination, etc. Damages, attorney fees, and court costs can be sought. Terminated employees can request a written explanation within 5 days. The employer can be fined up to $750/employee for non-compliance. The employee can’t sue for defamation, slander or libel in the written notice.
Mississippi Flag
MississippiNone
Missouri Flag
MissouriStateEmployees are protected from retaliation for reporting violations of local, state or federal laws, fraud, mismanagement or endangering public health. False reporting is not protected
Montana Flag
MontanaNone
Nebraska Flag
NebraskaPrivate, State and UnionsEmployers, unions, and employment agencies with 15 or more employees cannot discriminate against employees who refuse to follow directives violating federal or state laws or who oppose practices violating federal or state laws.
Nevada Flag
NevadaNone
New Hampshire Flag
New HampshirePrivate and PublicEmployers can't retaliate against whistleblowers through termination, threats, or changes to employment terms. Protected activity includes participating in government hearings, refusing to follow unlawful instructions, and reporting law violations. Reporting to a supervisor is required, except when they won't correct the issue. Victimized employees can seek remedies such as back pay and reinstatement through civil or union procedures.
New Jersey Flag
New JerseyPrivate and PublicThe Conscientious Employee Protection Act protects employees who report unlawful activity, testify in violation investigations or refuse to participate in illegal activities that threaten safety or welfare. The employee must report to a supervisor or public body and allow reasonable time for correction. Exceptions include emergencies or fear of physical harm. Claims require proof of reasonable belief of public policy violation or law-breaking, not just a mistake.
New Mexico Flag
New MexicoNone
New York Flag
New YorkPrivate and PublicEmployers can't retaliate against employees who report violations of regulations or laws, or improper government actions to a governmental body. False reporting is not protected. Employees can seek back pay and benefits in a civil action and may be eligible for attorney fees and costs.
North Carolina Flag
North CarolinaNone
North Dakota Flag
North DakotaPrivateProtected employees can refuse illegal directives and report suspected violations of federal or state laws. Employers can’t retaliate by changing the employee’s work conditions, compensation, location, or by terminating them. Victims can sue for an injunction, attorney fees, and damages within 90 days. Employers who intentionally violate the law can face criminal prosecution and a fine of up to $500.
Ohio Flag
OhioPrivate and PublicEmployers can’t retaliate against an employee who reports legal violations. Disclosures must be in writing to a supervisor and the employer has 24 hours to correct the matter. After 24 hours, the employee can notify authorities. State employees have separate protection for reporting misuse of public esources or law violations. Remedies for retaliation claims are only available through the state personnel board of review. False reporting is not protected.
Oklahoma Flag
OklahomaStateWhistleblowers are protected from retaliation when disclosing public information, violations of laws, waste of public funds, and risks to public safety or health. False reporting is not protected.
Oregon Flag
OregonPrivate and PublicEmployers can’t retaliate against employees who report major waste of public funds or criminal activity; assist in a criminal investigation; or file suit against the employer. Prohibited retaliation includes termination, suspension and demotion.
Pennsylvania Flag
PennsylvaniaPublicProtected whistleblowing includes reporting waste, violations of laws or regulations, and participating in hearings or investigations. Employers can’t retaliate with termination, discrimination or other actions. Victims can seek civil remedies, and the statute of limitations is 180 days. Employers face up to a $500 fine.
Rhode Island Flag
Rhode IslandPrivate and PublicEmployers can’t retaliate against an employee for reporting law violations or participating in related proceedings. 3-year statute of limitations. Victims can file civil suits for damages and remedies.
South Carolina Flag
South CarolinaGovernmentProtected employee activities include reporting violations of laws or regulations, testifying in court or hearings, and disclosing corruption, criminal activity, fraud, waste or gross negligence. Employers can't retaliate with disciplinary actions, including suspension, demotion, or termination. Reporting employees may receive up to 25% of estimated savings, capped at $2,000, if their report leads to savings. False reporting is not protected.
South Dakota Flag
South DakotaNone
Tennessee Flag
TennesseePrivate and PublicEmployees can’t be retaliated against for reporting illegal activities by an employer.
Texas Flag
TexasNone
Utah Flag
UtahPublicEmployees are protected when reporting suspected waste or violation of state or federal law, or refusing to follow unlawful orders. Employers cannot retaliate or discriminate against them. False reporting is not protected. Employees must follow reporting procedures, except if the company won't correct the issue. Civil remedies include back-pay, benefits, job reinstatement, and attorney fees. The employer can be fined up to $500.
Vermont Flag
VermontNone
Virginia Flag
VirginiaNone
Washington Flag
WashingtonStateEmployers can’t retaliate against employees who inform state auditors of improper governmental activities. The employee must first attempt to inform their agency head before filing a report.
West Virginia Flag
West VirginiaStateProtected activities: reporting waste, fraud, or violations of laws or regulations to a public body or employer; participating in inquiries, investigations, trials, or hearings on such violations. Prohibited retaliation: reducing pay or terms of employment, termination, transfer, or demotion. 180-day statute of limitations to file a claim. Remedies: back-pay, benefits recovery, reinstatement, witness and attorney fees, and court costs. Employers and elected officials can be fined up to $500; non-elected officials can face up to 6 months of suspension from public service.
Wisconsin Flag
WisconsinNone
Wyoming Flag
WyomingNone

Sources

  1. Paycor