Are there any statutory requirements for whistleblowing?

In Pennsylvania, there are statutory requirements for whistleblowing. The Pennsylvania Whistleblower Law, which was enacted in 2007, requires companies to establish and communicate an effective policy to protect whistleblowers from retaliation, and to post it in a conspicuous place in the workplace. The law also states that no employer may take any adverse action against a whistleblower for lawfully disclosing information that the whistleblower reasonably believes involves criminal conduct, corruption, misappropriation of government property, abuse of authority, substantial and specific dangers to public health or safety, or any violation of a law, rule, or regulation. Furthermore, the whistleblower cannot be held liable for disclosing the information. Additionally, the Pennsylvania Whistleblower Law requires employers to provide a 180-day notice of termination or other adverse action to any employee filing a whistleblower complaint. This allows employees more time to file a complaint or pursue legal action before they are fired. Finally, the law protects whistleblowers from workplace retaliation by allowing them to recover lost wages, compensation, reinstatement, and other compensation for damages resulting from discrimination. Employees may also be able to recover attorney fees and other costs associated with bringing a whistleblower claim.

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Are there any statutory requirements for whistleblowing?

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