Public sector employees in Pennsylvania have important protections when they speak up about wrongdoing or waste in their workplaces. At the heart of these safeguards is the Pennsylvania Whistleblower Law, which ensures that government workers and employees of publicly funded organizations can report misconduct without fear of retaliation.
What Is the Pennsylvania Whistleblower Law?
The Pennsylvania Whistleblower Law recognizes that employees are often the first to witness illegal activities, fraud, or misuse of public resources. To encourage reporting, the law shields state and local government workers—as well as employees of organizations that receive public funds—when they disclose wrongdoing.
For example, protected reports might involve:
- A supervisor misusing government funds.
- Management ignoring unsafe working conditions.
- A department engaging in fraudulent billing or reporting practices.
Who Is Covered by the Law?
The law applies broadly to:
- State agencies
- Local municipalities
- Public school districts
- Authorities, boards, and commissions
- Private contractors, grantees, or organizations that receive public funding
This means that even if you are not a direct government employee, you may still be protected if your employer is supported in whole or in part by public funds.
What Types of Wrongdoing Can Be Reported?
Whistleblowers may report:
- Violations of federal or state laws and regulations
- Local ordinances or ethics codes
- Policies designed to safeguard public resources
- Fraud, waste, or gross mismanagement of public money
To qualify for protection, the wrongdoing must involve more than a minor technical issue—it must be a substantial violation that impacts the public interest.
What Protections Against Retaliation Exist?
If you make a report in good faith, your employer is prohibited from retaliating against you. Retaliation can include:
- Termination, demotion, or pay cuts
- Denial of promotions or benefits
- Hostile work environments or harassment
- Unjustified poor performance evaluations
- Exclusion from meetings, communications, or job opportunities
The law protects not only employees who directly report misconduct but also those who cooperate with investigations or testify in legal proceedings.
What Remedies Are Available?
If your employer retaliates, you may file a lawsuit within 180 days of the adverse action. Remedies under the law may include:
- Reinstatement to your job
- Recovery of lost wages and benefits
- Compensation for emotional distress and reputational harm
- Payment of attorneys’ fees and litigation costs
These remedies are designed to restore employees to the position they would have been in had the retaliation not occurred.
How Do You Report Misconduct?
Employees may report misconduct either internally (to a supervisor or designated compliance officer) or externally (to agencies such as the state Inspector General, law enforcement, or a regulatory authority). Importantly, Pennsylvania law does not require you to exhaust internal reporting channels before going to an external agency.
Partner With Our Philadelphia Employment Lawyers at The Gold Law Firm P.C.
If you are a public sector employee in Pennsylvania facing retaliation for whistleblowing, you do not have to fight alone. Our Philadelphia employment lawyers at The Gold Law Firm P.C. have more than 40 years of experience in employment law and civil rights litigation. Call 215-569-1999 or fill out our online form for a free consultation. We have offices in Philadelphia and Pennsauken, New Jersey and proudly serve clients throughout South Jersey and Southeastern Pennsylvania, including Wilkes-Barre, Scranton, Northeast Philadelphia, Bucks County, Chester County, Delaware County, Lehigh County, Montgomery County, and Cherry Hill.
