How Whistleblower Laws Protect Construction Workers

Posted on March 19, 2025 writen by Jane Paulson in Construction Accidents

Construction workers who report unsafe job conditions, employer negligence, or safety violations play a crucial role in preventing accidents, but many fear retaliation for speaking out. Your construction accident lawyer with Paulson Coletti Trial Attorneys PC can help protect your rights under federal and state whistleblower laws. If you suffered retaliation for reporting workplace hazards, legal action may be the key to restoring your job, wages, and reputation.

Your Right to Report Safety Violations on a Job Site

Construction workers have the legal right to report unsafe conditions without fear of retaliation. Federal and state laws protect employees who identify workplace hazards, ensuring they can voice concerns without risking their jobs. Under Oregon Revised Statutes § 654.062, employers are prohibited from taking adverse actions against workers who report safety violations to regulatory agencies.

Employers are responsible for maintaining a safe work environment, and failing to do so can result in serious injuries. Workers who notice faulty scaffolding, defective safety equipment, or unprotected fall hazards have the right to report these issues. If an employer fails to address the problem, employees can escalate their concerns to the Occupational Safety and Health Administration (OSHA) or Oregon’s Bureau of Labor and Industries (BOLI).

Retaliation Against Whistleblowers in Construction

Even though whistleblower protections exist, some employers still attempt to retaliate against workers who report safety violations. Retaliation can take various forms, including wrongful termination, demotions, reduced hours, or workplace harassment. Some employers may also try to intimidate workers to prevent them from filing additional complaints.

Workplace retaliation can have lasting consequences, making it difficult to secure stable employment or advance in your career. Losing a job or being demoted can result in extreme financial hardship, loss of benefits, and emotional distress. Employees who experience retaliation may also feel discouraged from reporting future safety violations, increasing the risk of workplace injuries.

Common Signs of Workplace Retaliation

Recognizing retaliation is crucial for protecting your rights. Below are common indicators that an employer may be taking unlawful action against you:

• Sudden disciplinary actions – If you receive write-ups, negative performance reviews, or verbal warnings after reporting a safety issue, it may be retaliation. Employers may use these actions as a pretext to justify firing you.
• Unexplained job reassignments – Being moved to a different position, location, or undesirable shift without a legitimate reason can be a form of retaliation. These changes may be intended to make your job more difficult or encourage you to quit.
• Pay cuts or reduced hours – A sudden reduction in wages or work hours without explanation can indicate employer retaliation. Employers may attempt to financially pressure workers into staying silent about workplace safety violations.
• Exclusion from meetings or training – If you are suddenly left out of workplace discussions, training sessions, or company events, your employer may be isolating you in response to your report. Being denied opportunities for advancement can also be a form of punishment.

Seek Legal Help If You Are Facing Retaliation

Whistleblower laws exist to protect workers who report unsafe conditions, fraud, or employer misconduct, yet many employees fear retaliation for speaking out. Understanding your legal protections and the process for filing a claim can help you make informed decisions about reporting violations. Your employer liability lawyer with Paulson Coletti Trial Attorneys PC can help you take legal action while safeguarding your rights and employment. Do not hesitate to contact us if you have or believe you have suffered workplace retaliation and request your free consultation today.