Whistleblower Attorneys for NJ and PA Employees
Do I have a whistleblower case?
You may have a whistleblower case if you reported misconduct, objected to illegal activity, refused to participate in wrongdoing, cooperated with an investigation, or provided information about fraud — and then suffered retaliation. You may also have a False Claims Act or qui tam matter if the wrongdoing involved fraud against the federal government or certain government-funded programs.
Updated June 2026
Employees often see wrongdoing before anyone else does. You may notice fraud, illegal billing, safety violations, patient care concerns, wage violations, securities violations, misuse of public funds, environmental violations, or instructions to do something unlawful. Speaking up can be stressful, especially when your job, reputation, income, or professional license may be at risk.
Swartz Swidler represents employees in New Jersey, Pennsylvania, Philadelphia, South Jersey, and nationwide whistleblower-related matters involving workplace retaliation, New Jersey CEPA claims, False Claims Act and qui tam issues, fraud reporting, wrongful termination, and related employment law claims.
Direct answer
A whistleblower is someone who reports, objects to, or refuses to participate in conduct they reasonably believe is illegal, fraudulent, unsafe, or against public policy. You may have a whistleblower retaliation claim if your employer fired, demoted, disciplined, threatened, isolated, or otherwise punished you after you raised concerns about unlawful conduct.
Questions about whistleblower retaliation or workplace fraud? Call Swartz Swidler at 856.685.7420 or submit an employment law claim online.
What Type of Whistleblower Issue Do You Have?
Whistleblower cases often fall into two related categories: retaliation against the employee, fraud involving government funds, or both.
Whistleblower Retaliation
You reported, objected to, or refused unlawful conduct — and then your employer fired, demoted, disciplined, threatened, isolated, or pressured you.
False Claims Act / Qui Tam
The misconduct involved government money, Medicare, Medicaid, grants, contracts, false billing, or false certifications.
Important: Be careful before copying files, emailing documents to yourself, reporting publicly, or signing severance. Whistleblower matters can involve confidentiality, sealed filings, privileged records, and strict deadlines.
Start by saving: your report or complaint, employer responses, compliance emails, audit notes, performance reviews, write-ups, termination documents, severance agreements, and a timeline of what changed after you spoke up.
Whistleblower Case-Check Questions
Use these questions to identify whether reporting misconduct, refusing unlawful conduct, or raising fraud concerns may support a whistleblower retaliation or False Claims Act-related claim.
| Question | Why it matters | Evidence that may help |
|---|---|---|
| Did you report conduct you believed was illegal, fraudulent, unsafe, or against public policy? | Protected whistleblower activity often starts with reporting or objecting to unlawful conduct. | Emails, complaints, reports, audit notes, witness names, supervisor responses. |
| Were you fired, demoted, disciplined, threatened, or isolated after speaking up? | Negative job action after protected activity may support a retaliation claim. | Timeline, write-ups, termination letter, schedule changes, performance reviews. |
| Did your employer ask you to participate in something you believed was unlawful? | Refusing to participate in illegal or fraudulent conduct may be protected. | Instructions, policies, messages, records showing your objection or refusal. |
| Did the misconduct involve government money, Medicare, Medicaid, grants, contracts, or federally funded programs? | Fraud involving government funds may raise False Claims Act or qui tam issues. | Billing records, claim documents, internal reports, compliance emails, audit findings. |
| Did the employer’s explanation for discipline or termination change after you reported concerns? | Shifting explanations may suggest the stated reason is not the real reason. | HR emails, performance history, prior praise, investigation notes, unemployment response. |
Schedule an appointment today. Call (856) 685-7420 or 
Schedule an appointment today.
Call (856) 685-7420 or
What is a whistleblower?
A whistleblower is generally someone who reports, discloses, objects to, refuses to participate in, or provides information about conduct they reasonably believe is unlawful, fraudulent, unsafe, criminal, or against public policy.
Whistleblower issues can arise in many industries, including healthcare, finance, transportation, construction, government contracting, education, pharmaceuticals, technology, logistics, public employment, and regulated professional settings.
Common whistleblower issues may involve:
- Medicare or Medicaid fraud;
- false billing or upcoding;
- government contract fraud;
- grant fraud;
- securities violations;
- tax fraud;
- patient safety or improper patient care concerns;
- environmental violations;
- workplace safety violations;
- illegal wage practices;
- misuse of public funds;
- falsified records;
- regulatory violations;
- retaliation after cooperating with an investigation; or
- termination after refusing to participate in illegal conduct.
Whistleblower retaliation vs. qui tam claims
Whistleblower cases often involve two different concepts: retaliation and fraud recovery. They may overlap, but they are not the same thing.
| Issue | Whistleblower Retaliation | False Claims Act / Qui Tam |
|---|---|---|
| Main issue | Your employer punished you after you reported, objected to, or refused unlawful conduct. | A person reports fraud against the government and may file a sealed lawsuit on the government’s behalf. |
| Common examples | Firing, demotion, discipline, threats, harassment, pay cuts, worse assignments, or pressure to resign. | False billing, Medicare/Medicaid fraud, grant fraud, government contract fraud, or false certifications. |
| Primary goal | Address harm to the employee caused by retaliation. | Recover money for the government and potentially provide a relator share to the whistleblower. |
| Evidence | Complaint timeline, retaliation records, HR messages, discipline history, witness names. | Billing records, claims data, contracts, certifications, audit records, compliance communications. |
New Jersey whistleblower protection under CEPA
New Jersey’s Conscientious Employee Protection Act, often called CEPA or the Whistleblower Act, is a major state law protecting employees from retaliation for reporting or objecting to certain unlawful conduct.
CEPA may protect employees who disclose, threaten to disclose, object to, refuse to participate in, or provide information about employer conduct they reasonably believe violates the law, is fraudulent or criminal, or is incompatible with a clear public policy concerning public health, safety, welfare, or environmental protection.
Examples of CEPA-related whistleblower retaliation may include:
- being fired after reporting unlawful conduct to a supervisor;
- being demoted after refusing to falsify records;
- being disciplined after objecting to patient safety violations;
- being isolated after reporting fraud or regulatory violations;
- being threatened for cooperating with an investigation;
- being given false write-ups after raising compliance concerns;
- being pressured to resign after reporting safety issues; or
- being punished after refusing to participate in conduct you reasonably believed was illegal.
Important New Jersey note
CEPA claims can be fact-sensitive. In some situations, employees may need to provide written notice to a supervisor and give the employer a reasonable opportunity to correct the issue before disclosing it to a public body, unless an exception applies. Get legal guidance before assuming which step is safest.
False Claims Act and qui tam whistleblower cases
The False Claims Act is a federal law used to address fraud involving government funds or programs. A whistleblower who files a False Claims Act case is often called a relator. A qui tam lawsuit allows a relator to bring claims on behalf of the government in certain fraud cases.
False Claims Act issues may involve:
- Medicare, Medicaid, or TRICARE fraud;
- billing for services not provided;
- upcoding or medically unnecessary services;
- kickbacks affecting federal healthcare programs;
- government contract fraud;
- grant fraud;
- false certifications to obtain government payment;
- fraud in federally funded loan or relief programs;
- procurement fraud;
- customs or tariff-related false claims; or
- cybersecurity compliance misrepresentations in government contracts.
False Claims Act matters are highly technical. Qui tam complaints are generally filed under seal at the beginning of the case. Employees should speak with an experienced whistleblower attorney before confronting the employer, disclosing information publicly, or taking documents.
SEC, CFTC, IRS, and other whistleblower programs
Some whistleblower matters involve agency-specific programs instead of, or in addition to, employment retaliation claims. For example, the SEC whistleblower program may provide awards to eligible individuals who voluntarily provide original, timely, and credible information that leads to a successful SEC enforcement action involving more than $1 million in sanctions.
Depending on the facts, whistleblower issues may involve the SEC, CFTC, IRS, OSHA, state agencies, inspector general offices, licensing boards, or other regulators. The right reporting path depends on the type of misconduct, the industry, the employer, and the evidence.
What counts as whistleblower retaliation?
Whistleblower retaliation occurs when an employer punishes an employee for protected whistleblower activity. Retaliation does not always look like an immediate firing. It can be subtle, gradual, or disguised as performance management.
Retaliation may include:
- termination;
- demotion;
- suspension;
- discipline or write-ups;
- pay cuts;
- loss of bonuses or commissions;
- worse assignments;
- schedule changes;
- increased scrutiny;
- exclusion from meetings;
- threats or intimidation;
- negative performance reviews;
- blacklisting or negative references;
- pressure to resign; or
- termination after the employer claims performance suddenly became a problem.
If you were punished after speaking up, you may also want to review Swartz Swidler’s guide on how to prove workplace retaliation.
What evidence helps prove a whistleblower claim?
Whistleblower cases often depend on what you reported, when you reported it, who knew about it, how the employer responded, and what changed afterward. Evidence should be preserved carefully and lawfully.
Evidence to save in a whistleblower case
- Emails, texts, memos, or reports showing what you disclosed or objected to
- Written complaints to supervisors, HR, compliance, legal, or regulators
- Documents showing the unlawful, fraudulent, unsafe, or improper conduct
- Employer responses to your concerns
- Audit logs, compliance records, billing records, or policy documents
- Performance reviews before and after the disclosure
- Write-ups, discipline, demotion, pay cut, or termination records
- Witness names and job titles
- Timeline of what happened before and after you reported concerns
- Severance agreement, release, unemployment documents, or resignation communications
Be careful before taking documents or reporting publicly
Employees should preserve evidence lawfully. Whistleblower cases can involve confidential information, privileged communications, HIPAA issues, trade secrets, financial records, government contract records, patient information, securities rules, and sealed court procedures.
Before copying files, removing records, sending documents to a personal account, posting publicly, or reporting outside the company, consider getting legal advice. The wrong step can create unnecessary risk even when the underlying concern is serious.
What should you do if you are considering blowing the whistle?
1. Write down what you know
Create a private timeline. Include what happened, when it happened, who was involved, who knew, what laws or policies you believe were violated, and what evidence exists.
2. Identify whether this is a retaliation issue, fraud issue, or both
If you were punished after reporting misconduct, the matter may involve retaliation. If the misconduct involved government money or false claims, the matter may also involve a False Claims Act or qui tam issue.
3. Preserve evidence lawfully
Save documents you are permitted to keep, such as your own emails, complaints, HR responses, performance reviews, discipline records, and termination documents. Do not assume you can take confidential company files without legal guidance.
4. Do not sign severance too quickly
A severance agreement may include a release, confidentiality clause, cooperation language, non-disparagement clause, or other terms affecting your rights. Review it carefully before signing.
5. Speak with a whistleblower attorney before reporting externally
The reporting path can affect confidentiality, retaliation protection, agency options, and potential award eligibility. Legal guidance can help protect your position before the employer or government acts.
How Swartz Swidler can help
Whistleblower cases can involve employment law, retaliation law, fraud statutes, agency rules, government investigations, confidentiality concerns, and strict deadlines. Swartz Swidler can help employees evaluate the facts, identify the strongest legal issues, preserve evidence, and understand available options.
Our attorneys help employees with matters involving:
- whistleblower retaliation;
- New Jersey CEPA claims;
- False Claims Act and qui tam issues;
- healthcare fraud reporting;
- government contract fraud;
- securities or financial misconduct reporting;
- wrongful termination after reporting illegal conduct;
- refusal to participate in unlawful conduct;
- retaliation after cooperating with investigations;
- workplace safety or public policy concerns;
- severance review after whistleblower retaliation; and
- employment retaliation linked to compliance or fraud reports.
Frequently asked questions about whistleblower claims
What is a whistleblower?
A whistleblower is someone who reports, objects to, refuses to participate in, or provides information about conduct they reasonably believe is illegal, fraudulent, unsafe, criminal, or against public policy.
What is whistleblower retaliation?
Whistleblower retaliation occurs when an employer punishes an employee for protected whistleblower activity. Retaliation may include firing, demotion, discipline, threats, pay cuts, worse assignments, or pressure to resign.
What is CEPA in New Jersey?
CEPA is New Jersey’s Conscientious Employee Protection Act. It protects many employees from retaliation for disclosing, objecting to, refusing to participate in, or providing information about conduct they reasonably believe is unlawful, fraudulent, criminal, or against public policy.
What is a False Claims Act case?
A False Claims Act case may involve fraud against the federal government or government-funded programs. In some cases, a whistleblower may file a qui tam lawsuit on behalf of the government.
What is a qui tam lawsuit?
A qui tam lawsuit is a type of False Claims Act case filed by a whistleblower, called a relator, on behalf of the government. These cases are generally filed under seal at the beginning.
Can I be fired for reporting illegal conduct at work?
An employer should not fire or punish an employee because the employee engaged in legally protected whistleblower activity. If you were fired after reporting misconduct, you may have a whistleblower retaliation claim.
Should I report internally before going to the government?
It depends on the law, facts, urgency, evidence, and risk. Some laws include notice rules or exceptions. Employees should get legal guidance before deciding how and where to report serious misconduct.
Can I receive a whistleblower award?
Some programs, including the False Claims Act and SEC whistleblower program, may allow eligible whistleblowers to receive a percentage of certain government recoveries. Award eligibility depends on the program and facts.
What evidence helps prove whistleblower retaliation?
Helpful evidence may include your original report, employer responses, timeline, witness names, performance reviews, write-ups, demotion records, pay changes, termination documents, and proof that decision-makers knew about your protected activity.
How soon should I contact a whistleblower attorney?
You should seek legal guidance as soon as possible. Whistleblower claims can involve strict deadlines, confidentiality issues, sealed filings, evidence risks, and agency-specific rules.
Talk to a whistleblower attorney
If you reported illegal conduct, refused to participate in wrongdoing, discovered fraud against the government, or were punished after raising concerns, Swartz Swidler can help you understand your rights and next steps.
Were you punished for reporting misconduct?
If your employer fired, demoted, disciplined, threatened, or pressured you after you reported illegal conduct or fraud, Swartz Swidler can help you evaluate whether you may have a whistleblower retaliation or False Claims Act-related claim.
Submit an employment law claim or call Swartz Swidler at 856.685.7420.
This page is for general informational purposes only and is not legal advice. Whistleblower, CEPA, False Claims Act, qui tam, retaliation, securities, tax, healthcare fraud, and government contract claims depend on the facts, applicable law, reporting path, deadlines, evidence, and confidentiality obligations.
Most Frequently Asked Question: Do I Have A Case?
While it is true that every case is different, The law is pretty clear in most cases. The best way to determine if you have a case is to contact one of our attorneys. For more information check out the FAQ below or visit our FAQ Page
Most Frequently Asked Question:
Do I Have A Case?
While it is true that every case is different, The law is pretty clear in most cases. The best way to determine if you have a case is contact one of our attorneys. For more information on a just a few scenarios checkout the flip box FAQ below or visit our FAQ Page.
Our Locations
Haddonfield Headquarters
9 Tanner Street, Ste. 101
Haddonfield, NJ 08033
Phone: (856) 685-7420
Fax: (856) 685-7417
Philadelphia Satellite Office
123 South 22nd Street
Philadelphia, PA 19107
Phone: (215) 995-2733
Our Locations
Haddonfield Headquarters
9 Tanner Street, Ste. 101
Haddonfield, NJ 08033
Phone: (856) 685-7420
Fax: (856) 685-7417
Philadelphia Satellite Office
123 South 22nd Street
Philadelphia, PA 19107
Phone: (215) 995-2733