PG&E Wrongful Termination Lawyer for Workers Fired After Reporting Safety Violations

Fired for a Safety Complaint? Know Your Rights Under California Law

Pacific Gas & Electric (PG&E) has faced growing scrutiny over its handling of workplace safety, especially after a series of high-profile disasters. While the company is responsible for maintaining critical infrastructure throughout California, many employees have reported safety violations, equipment malfunctions and fire hazards over the years. 

Speaking up about these issues at a large, influential company like PG&E can be especially difficult. Some workers have even been fired after raising safety concerns. Wrongful termination in retaliation for doing the right thing is not just unfair; it may be illegal and could entitle you to compensation. California law protects workers who report unsafe conditions. 

Erlich Law Firm represents PG&E workers who were terminated after making a safety complaint. An experienced Oakland employment lawyer can help you determine whether your termination was unlawful and explain your legal options for holding PG&E accountable.

Safety Concerns at PG&E Are a Matter of Public Interest

PG&E delivers power to over 16 million people across 70,000 square miles, including some of California’s most fire-prone regions. The company has been under increasing pressure to overhaul safety practices, especially after its equipment was linked to devastating wildfires like the Camp Fire and the Dixie Fire.

In 2025, the California Public Utilities Commission announced plans to thoroughly evaluate PG&E’s safety culture and practices every four years, as part of broader efforts to prevent wildfires and gas leaks. The review includes assessing whether the company fosters a workplace where employees can report safety concerns without fear of retaliation.

Internal whistleblowers have played a key role in bringing safety problems to light. PG&E linemen, engineers, safety inspectors and other frontline workers are often the first to identify dangerous conditions. Despite corporate policies that claim to support internal reporting, some employees say they were disciplined or fired after speaking up.

What is a Whistleblower?

A whistleblower is an employee who reports unsafe or illegal conduct in their workplace. This can include anything from safety violations and equipment failures to fraud or environmental hazards. For PG&E workers, whistleblowing often means raising concerns about dangerous working conditions, faulty equipment or practices that could lead to wildfires.

Whistleblowers play a crucial role in preventing accidents and protecting both workers and the public. To support this, California law provides strong protections that encourage employees to report issues without fear of retaliation, whether internally or to government agencies. If you filed a safety complaint at PG&E and faced retaliation, you may have legal grounds to challenge your termination and seek compensation.

Safety Complaints Made by PG&E Workers

Common safety issues that PG&E employees may raise concerns about include:

• Delays in replacing aging or faulty equipment increase the risk of malfunctions, especially in fire-prone areas where timely maintenance is critical.
• Vegetation management near power lines is sometimes insufficient or rushed, often due to staffing shortages or tight schedules, leaving hazardous brush uncleared.
• Pressure to close out work orders quickly to meet company targets can lead to skipped safety checks.
• High-risk maintenance jobs often lack adequate staffing, forcing workers to cut corners or delay essential repairs under difficult conditions.
• When mandatory inspections are bypassed or rushed, it can undermine safety protocols designed to catch problems early.

According to the Occupational Safety and Health Administration, the most frequently cited workplace safety standards in 2024 included 7,036 violations related to fall protection, 3,277 for hazard communication failures and 2,967 tied to control of hazardous energy (lockout/tagout). Respiratory protection violations were also among the top five. Many of these hazards are common in utility and energy work, putting PG&E employees on the front lines of dangerous conditions.

PG&E workers who report violations to supervisors or regulators often face retaliation, including termination, discouraging others from speaking up. Some employees are also pressured not to document safety issues, limiting the company’s ability to track problems and making it harder to prove retaliation in investigations.

California Laws Protecting Whistleblowers and Workers Who Report Safety Concerns

California has some of the strongest protections in the country for workers who report safety violations or refuse to work in unsafe conditions. Several key laws may apply to PG&E employees who were fired after speaking up:

• Labor Code Section 1102.5 is California’s primary whistleblower protection law. It is illegal for an employer to retaliate against an employee for reporting suspected violations to a supervisor, law enforcement or regulatory agency. The law also protects workers who refuse to participate in an unlawful activity. Notably, these protections apply even if the reported violation turns out not to be unlawful, as long as the employee had a reasonable belief that it was.
• Labor Code Section 6310 prohibits employers from firing or disciplining workers who report unsafe working conditions or participate in Division of Occupational Safety and Health (Cal/OSHA) investigations. Employees are protected whether they report safety concerns internally or to a state agency.
• Public Utilities Code Section 451, while not a labor law, underscores PG&E’s legal obligation to provide safe and reliable service. Employees who report actions that jeopardize public safety may be viewed as acting in the public interest. This can support a wrongful termination claim based on California’s public policy.

In certain cases, other laws like the Fair Employment and Housing Act (FEHA) may also apply. If PG&E workers face retaliation connected to discrimination based on race, disability or another legally protected trait, their firing could amount to wrongful termination under FEHA.

What Counts as Wrongful Termination?

Being fired soon after reporting a safety concern can signal retaliation, but wrongful termination lawsuits require clear proof beyond timing alone. To build a case, you must show three things.

First, you reported a safety violation or refused to perform work you reasonably believed was unsafe. Second, PG&E took adverse action against you, such as termination, demotion, suspension or other discipline. Third, there is a direct connection between your complaint and the adverse action.

Employers sometimes give alternative reasons for firing a worker, such as poor performance or misconduct. A key part of your case may involve showing that these reasons are false and were used as a pretext for wrongful termination in retaliation for filing a safety complaint. Proving this can help you seek justice and compensation for wrongful termination.

Depending on the circumstances of your wrongful termination case, you may be entitled to obtain:

• Lost wages and benefits
• Emotional distress damages
• Reinstatement to your previous job or front pay
• Attorney’s fees and other legal costs

Real-World Wrongful Termination Allegations Against PG&E

While not all wrongful termination lawsuits are public, some cases involving PG&E employees have gained attention in the media:

• A former PG&E lineman and safety lead was allegedly fired in retaliation for raising concerns about faulty safety devices that could spark wildfires. PG&E, however, stated the termination was due to unrelated misconduct.
• A former supervisor accused PG&E of retaliation after reporting inadequate safety inspections following a transformer explosion. A jury ruled in favor of the employee, finding PG&E’s firing was retaliatory.
• A former PG&E auditor filed a wrongful termination lawsuit claiming he was fired after reporting serious safety violations within the company.

These cases underscore the risks employees take when they try to do the right thing. However, they also show that legal action is possible, and often necessary, to hold employers accountable.

Evidence for a Wrongful Termination Claim After Reporting Unsafe Conditions

If you believe you are being targeted for raising safety issues at PG&E, taking the right steps can make a significant difference in your wrongful termination case. Here’s what you can do:

• Save all written communications. This includes emails, text messages and reports documenting your safety complaint or any retaliation that followed. Keep any communication you have, even if you’re no longer working for the company.
• Keep a timeline. Record dates of your safety complaint, meetings with supervisors, performance reviews and any disciplinary actions.
• Identify witnesses. Coworkers who heard your complaints or saw the retaliation can be valuable to your case.
• Request a copy of your personnel file. California law allows employees to access their file, which may contain important information about performance evaluations and disciplinary actions.

How a PG&E Wrongful Termination Lawyer Can Help You Take Action

Wrongful termination claims against powerful employers like PG&E are rarely straightforward. These companies have seasoned legal teams that often try to cast retaliation as a misunderstanding or a legitimate business decision. Facing this alone can be daunting.

Choosing a lawyer who knows how to take on large employers and fight for workers’ rights is essential to leveling the playing field. Erlich Law Firm has extensive experience representing workers in all kinds of wrongful termination cases, including those involving PG&E. Oakland employment lawyer Jason Erlich understands how to navigate even the most complex lawsuits and achieve the results you deserve.

Working with us can make all the difference to your PG&E wrongful termination case. Erlich Law Firm prides itself on a personalized approach for each client instead of using a one-size-fits-all strategy. We will carefully review your situation to determine if your termination was unlawful retaliation for reporting safety concerns. Your lawyer will gather crucial documents, witness accounts and other evidence, connecting the dots to build a strong case.

Erlich Law Firm will skillfully negotiate with PG&E’s legal team to pursue fair compensation without dragging the process out unnecessarily. If a fair settlement can’t be reached, we are prepared to take your case to court and advocate fiercely for your rights.

Statute of Limitations for Wrongful Termination Claims

Employees who have been wrongfully terminated have limited time to take legal action. In most cases, California law allows two to three years from the termination date to file a lawsuit. However, the exact time limit depends on the circumstances of the case. It’s important to speak with an employment lawyer as soon as possible to protect your rights and avoid missing crucial deadlines.

Contact Erlich Law Firm if PG&E Fired You for Raising Safety Concerns

If you were fired after a safety complaint at PG&E, you deserve an employment lawyer who understands the challenges you face. Erlich Law Firm is based in Oakland and is dedicated to representing employees in wrongful termination and retaliation cases. We proudly stand with workers who risked their jobs to protect the public and their coworkers.

Contact us today to schedule a free initial consultation with an employment lawyer. We’ll review your case, explain your rights and help you choose the best path forward.