Whistleblower

Fort Lauderdale Whistleblower Lawyers

Nearly 40 Years of Employment Law Experience, Built for Trial

Whistleblowers are employees who report or refuse to participate in illegal, fraudulent, or unsafe activity at work. Federal and Florida law prohibit employers from retaliating against those employees. When retaliation happens anyway, you need a legal team that opposing counsel takes seriously before the case ever reaches a courtroom.

At The Amlong Firm, our whistleblower attorneys bring nearly 40 years of Fort Lauderdale employment law experience and 132 years of combined team experience to every case. We prepare each matter as if it will go to trial, and local employers and opposing counsel know it. That posture creates real settlement leverage. If you’ve faced wrongful termination or other adverse action for reporting misconduct, contact us to start a confidential consultation.

South Florida’s economy spans healthcare, hospitality, maritime and shipping, and logistics. These are all sectors where whistleblower issues regularly arise. We serve clients throughout Broward County and the broader South Florida region, and we understand the local courts and agencies where these claims are resolved.

Need whistleblower protection? Consult with a Fort Lauderdale whistleblower attorney at (954) 953-5490 today.

The Whistleblower Claim Process in Fort Lauderdale

Under Florida’s Private Sector Whistleblower Act (Fla. Stat. § 448.102), private-sector employees generally must first give their employer written notice of the violation and a reasonable opportunity to correct it before reporting to an outside agency. If that internal report is ignored or triggers retaliation, the next step is typically a formal complaint with the appropriate agency: whether the Florida Commission on Human Relations, the U.S. Department of Labor, or the SEC whistleblower program, depending on what was reported. Deadlines don’t pause during internal HR processes or settlement negotiations, so timing matters from day one.

Deadlines & Evidence to Preserve

Private-sector employees generally have two years from the date of the retaliatory act to file under Florida’s whistleblower statute. Deadlines for public employees filing under the Florida Whistleblower Act (Fla. Stat. § 112.3187) depend on employment type: local public employees generally have only 60 days to file with the appropriate local governmental authority, while state agency employees must follow the administrative complaint process under Fla. Stat. § 112.31895. Evidence worth preserving immediately includes written communications, performance reviews, documentation of the original report, and a clear timeline of every employer response.

Where Fort Lauderdale Whistleblower Cases Are Filed

State whistleblower retaliation claims are heard in Broward County Circuit Court. Federal claims proceed in the U.S. District Court for the Southern District of Florida, which has jurisdiction over Broward County. Our team has experience navigating both forums, guiding clients through agency procedures and court processes at every stage of a whistleblower case.

Federal & Florida Laws That Protect Whistleblowers

Federal and state statutes protect employees who report the following categories of wrongdoing:

Fraud against government programs such as Medicare, Medicaid, and military contracts
Environmental violations
Securities and accounting fraud
Workplace safety violations reportable to OSHA
Wage and hour violations
Corruption, waste, and abuse in public programs

At the federal level, the False Claims Act (qui tam) allows individuals aware of fraud against the government to bring civil actions, with the reporting employee potentially sharing in the government’s recovery. The Sarbanes-Oxley Act (18 U.S.C. § 1514A) extends protection to employees of publicly traded companies. The Whistleblower Protection Act covers federal employees who report misconduct.

Florida’s Private Sector Whistleblower Act was updated effective July 1, 2025, to explicitly protect reports of any violation of federal, state, or local law, rule, or regulation. This removed prior ambiguity about scope. The Florida False Claims Act (Fla. Stat. §§ 68.081–68.092) empowers individuals aware of fraud against the state to pursue civil action. Together, these overlapping protections cover a wide range of South Florida workers across industries and employer types.

Florida Whistleblower Statutes: What the Law Actually Says

Florida is an at-will employment state, meaning employers can generally end a job relationship at any time for almost any reason. Whistleblower statutes are among the most important exceptions to that rule, and understanding which statute applies to your situation determines your rights, your deadlines, and the remedies available to you.

The two primary Florida whistleblower statutes cover distinct groups of workers:

Florida Public Whistleblower Act (Fla. Stat. § 112.3187): Covers state employees and public officers who report gross mismanagement, malfeasance, Medicaid fraud, or dangers to public health and safety.
Florida Private Sector Whistleblower Act (Fla. Stat. § 448.102): Applies to private employers with 10 or more employees. Protects three categories of conduct: disclosing or threatening to disclose a violation; providing information or testifying in an official investigation; and objecting to or refusing to participate in an illegal activity.

The July 1, 2025 update to Fla. Stat. § 448.102 explicitly expanded protected activities to cover reports of any federal, state, or local law, rule, or regulation. Employees at smaller private employers may still have coverage under federal whistleblower laws depending on what is being reported. Additional protections shield employees from termination after filing a workers’ compensation claim or making similar protected reports, and separate laws address discrimination claims that arise alongside retaliation.

Damages & Remedies Available to Florida Whistleblowers

Available remedies under Florida’s whistleblower statutes include reinstatement, back pay, lost benefits, and, in appropriate cases, compensation for emotional distress. Courts may also award attorneys’ fees and litigation costs to prevailing whistleblowers. The size of a damages award depends on the extent of the retaliation and how it affected the employee’s livelihood and career.

When a case involves fraud against a government agency, the federal False Claims Act creates an additional layer of potential recovery. A whistleblower who files a qui tam action may receive between 15% and 30% of the government’s total recovery, though the actual share depends on the specific facts of the case.

What Employer Retaliation Looks Like in Practice

Retaliation isn’t always a termination. Prohibited retaliatory actions under Florida law include demotion, suspension, pay or hour reductions, benefit denials, negative performance reviews, and transfer to less desirable locations or shifts. Subtler forms (exclusion from meetings, removal from key projects, or a sudden change in how a supervisor communicates) can also qualify when connected to a protected report.

Courts examine the timeline between the protected report and the adverse action. A close temporal connection can support a retaliation claim, and employers frequently respond by citing an alternative reason for the action they took. Detailed contemporaneous records help link the employer’s conduct to the whistleblowing act, which is why documenting every step, from the original report through every employer response, is essential. Retaliation also occurs under Florida law when an employer acts against an employee for cooperating with an investigation, testifying, or providing evidence to authorities.

Hear From Our Happy Clients

At The Amlong Firm, your satisfaction is our priority! See for yourself what our clients have to say about working with us.

“He is an excellent, thoughtful and aggressive representative.”
“I endorse this lawyer. He is also noted for winning one of the major cases before the U. S. Supreme Court.”

Attorney Walter A. (Endorsing Bill Amlong)
“I was extremely pleased with Karen's strategy and results”
Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful NY law firm across the table. Her experience and expertise allowed her overlook their intimidation and shame tactics and as a result, she was able to keep me calm and focussed on what was important versus reacting emotionally to their nonsense. While the matter was resolved under confidential terms, I was extremely pleased with Karen's strategy and results from same. I would highly recommend her.

Vickie A.
“I highly recommend this attorney for anyone who is looking for a strong aggressive attorney.”
“She fights for her clients and tries her best to ensure your rights are being protected. The decision to obtain Mrs. Amlong was the best choice I could have made dealing with my case.”

Curtis (Race Discrimination)
“Definitely would refer anyone to Karen or the firm in general.”
Very knowledgeable and worth your time. My case was on the easier side, but definitely would refer anyone to Karen or the firm in general.

Adryan C.
“The Amlong Firm not only fought on behalf of myself, but also for my family in regards to the harm they suffered while I was forced to endure the harassment, hostile environment, and retaliation.”
“I decided to take action against the sexual harassment, hostile working environment, and retaliation that I faced while working as a firefighter. They were very transparent on how tough and long this process could take when attempting to go against a City.”

Melissa (Sexual Harassment, Gender Discrimination, Retaliation)
“Karen is one of the finest employment lawyers in the state and likely beyond.”
“Not only knowledgeable on the substantive areas of the law, but also well-versed and skilled as a trial lawyer. I fully endorse this lawyer.”

Attorney Arthur S. (Endorsing Karen Amlong)
“I needed help and Karen Amlong came to my rescue.”
“For 20+ years I was the CEO of a nonprofit organization which forced retirement on me in a sudden and abrupt manner. I turned to Ms. Amlong hoping not only to get a fair settlement, but also to retain my dignity and reputation.”

Former Client (Age Discrimination)
“Bill has helped many people in this community in tough times of desperate need and gotten them through crisis and can do the same for you.”
“I endorse this lawyer. I would certainly call him for my own family's issues should they ever arise.”

Attorney David H. (Endorsing Bill Amlong)

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Whistleblower Cases We Have Handled

We’ve represented clients who faced termination or damaging treatment after reporting sexual harassment, discrimination, or wage-and-hour violations. A significant portion of our cases involve human resources professionals who pushed for legal compliance and were cast aside by their employers. We’ve also represented managers from auto dealerships who refused to approve fraudulent loans, along with pharmaceutical sales representatives and medical office employees who rejected kickbacks that would have misused public healthcare funds. Many clients come to us after facing retaliation for filing workers’ compensation claims or reporting unsafe conditions to OSHA.

These cases span the industries that define South Florida’s economy: healthcare, hospitality, maritime, and beyond. As trial attorneys with decades of Fort Lauderdale employment law experience, we don’t hesitate to take whistleblower claims into court. That willingness, combined with thorough case preparation, has built our reputation throughout South Florida.

Ready to talk? Contact The Amlong Firm at (954) 953-5490 to speak with a member of our legal team today.

Frequently Asked Questions

What Legal Protections Do Whistleblowers Have in Fort Lauderdale?

Whistleblowers in Fort Lauderdale are protected by several federal and state laws. The False Claims Act covers those who report fraud against the government. The Whistleblower Protection Act protects federal employees. Florida’s Public Whistleblower Act protects state and public employees, and the Private Sector Whistleblower Act covers private-sector employees. Together, these laws allow whistleblowers to report illegal activity without fear of termination, demotion, or other adverse employment actions.

Can I Be Fired for Refusing to Participate in Illegal Activities at Work in Florida?

No. Florida law prohibits employers from retaliating against you for refusing to participate in or reporting illegal acts. Protected employees can’t lawfully be fired, demoted, disciplined, transferred, or have their wages reduced as a result. If you’ve experienced retaliation, you may have the right to file a lawsuit and recover lost wages, benefits, and related damages.

What Types of Wrongdoing Can Fort Lauderdale Whistleblowers Report?

Whistleblowers may report many kinds of misconduct, including fraud, waste, abuse, threats to public health or safety, and corruption. Covered acts include fraud against government health programs, improper billing, environmental violations, and securities or accounting fraud. Both state and federal whistleblower laws protect people who report these violations.

Does Florida Require Me to Report the Violation to My Employer Before Going to an Outside Agency?

For private-sector employees, Fla. Stat. § 448.102(1) generally requires written notice to a supervisor or the employer, with a reasonable opportunity to correct the issue, before reporting externally. Employees who object to or refuse illegal conduct should document that refusal carefully. Because any step taken before consulting an attorney can affect your legal options, speaking with a whistleblower lawyer in Fort Lauderdale before you act is strongly advisable.

How Long Do I Have to File a Whistleblower Claim in Florida?

Private-sector employees generally have two years from the date of the retaliatory act to file under Fla. Stat. § 448.102. Public employees face shorter deadlines: local public employees generally have only 60 days to file with the appropriate local governmental authority, while state agency employees must follow the administrative process under Fla. Stat. § 112.31895. These deadlines don’t pause during internal HR processes or settlement negotiations. Acting quickly preserves your options.

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