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Whistleblower Protections in Washington State: Know Your Rights!

Whistleblower Protections in Washington State: Understanding Your Rights

In today’s society, a whistleblower is often celebrated as a hero for bringing attention to wrongdoing. However, this was not always the case.

Whistleblowers have been unjustly retaliated against in the past for speaking out against unethical or illegal practices. Thankfully, laws and policies aimed at protecting whistleblowers have been put in place, and these protections are continually expanding.

Washington State is one of many states that has a variety of statutory and common law protections in place to ensure that whistleblowers are not punished for doing the right thing. In this article, we will delve deeper into the types of whistleblower protections available in Washington State and what you can do to fight against employer retaliation.

Common Law Protections: Protecting Whistleblowers from Wrongful Discharge

Washington State recognizes that there is a public policy against retaliating against whistleblowers. The state courts have established this as a common law protection that applies to all employees, regardless of whether they work for a public or private entity.

To be protected under this common law protection, an employee has to prove that their employer terminated them for either reporting illegal activity, participating in an investigation of illegal activity, or refusing to participate in illegal activity. An employee’s termination must be in violation of public policy for the employee to have a claim.

Statutory Protections: Additional Protections for Whistleblowers

In addition to the common law protections in Washington State, there are several statutory protections that apply to specific industries and situations. State Employee Whistleblower Protection: This law protects state employees who report violations of the law, misuse of state funds, or conduct that is not in the public interest.

Retaliation against state employees who report such wrongdoing is strictly prohibited. Unfair Practices: This provision of the Washington State Unfair Business Practices Act prohibits employers from retaliating against employees who report unfair business practices or refuse to participate in them.

Abuse of Vulnerable Adults: If you are an employee in a health care or education setting, this law protects you from retaliation if you report abuse of a vulnerable adult.

Domestic Violence Leave: Washington State has enacted a law that requires employers to provide employees who are victims of domestic violence with reasonable workplace accommodations and time off.

Hazardous Substances: Employees who report violations or unsafe conditions related to hazardous substances are protected from retaliation under state law.

Medicaid Fraud False Claims Act: This provision was enacted to protect employees who report fraud or false claims made against the state’s Medicaid program.

Minimum Wage: This law prohibits employers from retaliating against employees who report violations of Washington State’s minimum wage laws.

Farm Labor Contractors: Employees who report violations of farm labor contract laws are protected from retaliation.

Nursing Homes: If you are an employee at a long-term care facility and report abuse or neglect of a resident, you are protected from retaliation.

Washington Industrial Safety and Health Act: This law prohibits employers from retaliating against employees who report unsafe or unhealthy working conditions. Filing Complaints: Reporting Retaliation

To report retaliation, an employee can file a complaint with the Human Rights Commission or the Department of Labor and Industries.

Complaints filed with these agencies have time limitations, so if you are facing retaliation, it’s important to act quickly. If the retaliation involves a claim for workers’ compensation, you can report it to the director of labor and industries within one year.

If an employee chooses to file a lawsuit, they must do so within three years from the time the retaliation occurred. Timing is a crucial factor in whistleblower protection cases, so it’s important to consult with an attorney as soon as possible.

Eligibility for Whistleblower Protections in Washington State

To be eligible for whistleblower protections in Washington State, an employee must meet specific criteria. These criteria include:

Clear Public Policy Violation: An employee must prove that their employer’s action is a violation of public policy.

This can be a federal, state, or local policy. Discouraging Conduct Would Violate Public Policy: If an employee’s termination discourages other employees from reporting wrongdoing, it’s likely that the termination would violate public policy.

Termination Due to Conduct Related to Public Policy: An employee must prove that their termination was directly related to their attempt to engage in conduct that is necessary to further the public policy.


Whistleblower protections in Washington State are broad and varied, providing employees with ample avenues for reporting wrongdoing without fear of retaliation. Employees who are considering blowing the whistle on unlawful conduct should be aware of their rights and the protections afforded to them under state law.

Remember that timing is key in these cases, and it’s best to consult an attorney as soon as possible. By doing so, whistleblowers can make a positive difference in their workplaces and communities while feeling secure in their employment.

Remedies for Whistleblower Retaliation and Violation Claims in Washington State

While there are numerous laws in place to protect whistleblowers from being retaliated against in Washington State, what happens if an employer decides to violate those laws? Fortunately, there are a variety of penalties, damages, and remedies available to employees who have been the victim of whistleblower retaliation.

Penalties for Certain Statutes

Certain statutes in Washington State have penalties explicitly laid out for employers who retaliate against whistleblowers. For example, the state employee whistleblower protection law provides for a civil penalty of up to $5,000 for each violation, as well as suspension or reprimand of the offending party.

Domestic Violence Leave

If an employee faces retaliation or discrimination for taking domestic violence leave, they can file a complaint with the Washington State Human Rights Commission and potentially receive certain remedies such as actual damages, as well as a fine payable to the state. The employer may also be required to reinstate the employee and provide them with back pay.

Farm Labor Contractors

Under Washington State law, farm labor contractors may not retaliate against workers for reporting violations related to farm labor contract laws. If an employee files a complaint and proves retaliation, the employer may be subject to a misdemeanor charge, civil penalty, attorney’s fees, and damages.

Hazardous Substances

The law in Washington State prohibits retaliation against employees who report violations or unsafe conditions related to hazardous substances. If an employee faces retaliation, they can file a complaint with the Department of Labor and Industries and pursue remedies such as compliance orders, an award of litigation costs and expert witness fees.

Medicaid Fraud False Claims Act

Employees who report fraud or false claims against the state’s Medicaid program are protected from retaliation. If retaliation occurs, they may be entitled to back pay, damages, and interest, as well as statutory damages that equal amounts up to three times the amount of back pay owed.

Minimum Wage

Retaliation against employees who report minimum wage violations in Washington State is a gross misdemeanor, with fines of up to $10,000. The law also provides for criminal charges against individuals who violate the retaliation provisions of the minimum wage law.

Nursing Homes

If an employee at a long-term care facility reports abuse or neglect of a resident and faces retaliation as a result, the employer may be subject to a civil penalty payable to the state.

Washington Industrial Safety and Health Act

Employees who report unsafe or unsanitary working conditions cannot be retaliated against. Employers who retaliate may be required to rehire the employee, pay reinstatement and back pay, and may also be subject to injunctive relief.


While it is disheartening to think that an employer might retaliate against an employee for reporting unlawful or unethical behavior, whistleblowers can rest assured that there are remedies available to them under Washington State law. The penalties and remedies described above range from civil penalties to criminal charges, and many laws provide for reinstatement, back pay, and compensation for damages.

It is always a good idea to consult with an attorney if you believe you have been retaliated against for whistleblowing. Protecting whistleblowers is an important part of ensuring transparency and accountability in our society, and the laws in place in Washington State demonstrate a commitment to that goal.

In conclusion, whistleblower protections in Washington State aim to ensure that employees are not punished for doing the right thing. Legislation provides protection against retaliation for whistleblowers and sets out penalties for violators.

Employees should be aware of the eligibility criteria and the unique remedies available under different laws. Protecting whistleblowers is critical to maintaining transparency and accountability in the workplace and upholding public policy.

Ensuring employees know their rights and have access to legal remedies will promote a culture of integrity, responsibility, and fairness.

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