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 Whistleblower Lawyer in
New Hampshire

employee climbing a telephone pole in New Hampshire

Empowering Employees, Ensuring Justice

     Are you facing challenges in your workplace that threaten your rights, dignity, and future? At Apis Law, we understand the complexities of the employment landscape in New Hampshire and are committed to standing by your side through every legal battle. With a deep dedication to justice, Apis Law handles a range of employment litigation areas, ensuring that your rights are protected and your voice is heard.

Why Your Rights Matter

     Your rights as an employee are not just legal jargon; they are the foundation of a respectful and equitable workplace. From fair compensation to protection against discrimination and the right to a safe environment, these rights are designed to create an environment where you can thrive and contribute your best. When your rights are violated, it not only affects your work life but your overall well-being.

Law Firm Mission: Empowering Employees, Ensuring Fair Treatment

     We understand that navigating the complexities of employment law can be overwhelming. That's why our mission is simple yet powerful: to empower employees like you by providing expert legal guidance and unwavering support. We believe that every individual has the right to work in an environment that is free from discrimination, harassment, and injustice.

Championing Employee Rights: NH Common Law Wrongful Termination

     In the ever-evolving landscape of employment law, the principles of justice and fairness stand as pillars that shape the rights and protections of workers. Within this framework, the realm of wrongful termination holds particular significance, shedding light on the delicate balance between an employer's prerogatives and an employee's rights. New Hampshire's common law has emerged as a powerful tool to safeguard employees from unjust dismissal, and within this framework, two critical elements—bad faith termination and termination for engaging in activities encouraged by public policy—have taken center stage in shaping the fight for workplace justice.

Championing Courage: RSA 275-E the Whistleblower Act and Shielding Your Courageous Actions

     In the realm of New Hampshire employment law, the Whistleblower Act, RSA 275-E, stands as a pillar of protection for employees who find themselves at the crossroads of ethics and responsibility. This statute shields individuals who choose to take a stand against unethical practices and wrongdoing in their workplaces.

The Foundation of RSA 275-E, The Whistleblower Act

     RSA 275-E is a legal testament to the recognition that employees are not merely cogs in the machinery of commerce but individuals with voices that deserve to be heard. This statute underscores the vital importance of promoting an ethical workplace culture, one where employees can come forward without fear of retaliation when they witness actions that are harmful, illegal, or contrary to the public interest.

A. Empowering Whistleblowers: Fostering Ethical Responsibility

     Whistleblowers play a crucial role in upholding the integrity of businesses and institutions. RSA 275-E recognizes the courage it takes to blow the whistle on misconduct, fraud, safety violations, or any other actions that jeopardize public safety or welfare. By offering protection from retaliation to employees who step forward, the statute cultivates a culture of ethical responsibility that transcends individual interests and focuses on the greater good.

B. A Shield Against Retaliation: Empowering Voices

     Fear of retaliation is a significant barrier that prevents many employees from speaking up against wrongdoing. RSA 275-E blocks this barrier, reinforcing the principle that employees should not be subjected to adverse consequences for their moral convictions and the actions they take to protect the public interest. This shield against retaliation empowers individuals to act as guardians of ethical standards, ensuring that employers are held accountable for their actions.

Advocating for Ethical Responsibility: Safeguarding Whistleblowers

     Apis Law recognizes the critical importance of the Whistleblower Act in safeguarding employees who courageously step forward to expose misconduct. The Firm is dedicated to advocating for those who take a stand against unethical practices and are committed to ensuring that the protections afforded by the statute are upheld.  We understand the challenges whistleblowers face and the potential impact on their professional lives, and we are here to provide guidance, support, and legal representation to ensure that justice prevails.

Forging a More Just Workplace Future

     RSA 275-E stands as a testament to New Hampshire's commitment to ethics, accountability, and justice within the workplace. By providing protection to whistleblowers, the statute fosters a culture where individuals are empowered to prioritize the well-being of the public over personal interests. Through the shield of RSA 275-E, New Hampshire acknowledges that an ethical workplace is not just a legal requirement but a collective responsibility that contributes to a stronger and more transparent society.

     Apis Law is a staunch advocate for the principles embodied in RSA 275-E.  Its mission is to empower whistleblowers and protect their rights as they navigate the complex terrain of exposing wrongdoing. We understand the significance of your courageous actions, and we're here to guide you through the legal process, ensuring that your voice is heard and justice is served.

     Your courageous actions deserve protection and support. Let Apis Law be your ally as you take a stand against unethical practices and work towards a brighter, more accountable future.

What compensation can one expect
following an unlawful termination?

     Monetary compensation in civil claims and lawsuits serves to make victims whole after suffering harm, while also ensuring that those responsible for wrongdoing are held accountable. After an illegal termination, you may be eligible to claim for:


Economic Damages

Lost Wages: This refers to the back pay and benefits the employee would have received had they not been wrongfully terminated. It could include bonuses, commissions, and any other form of compensation.

Front Pay: This is the compensation for the loss of future wages and benefits, especially if reinstatement is not feasible.

Loss of Pension Benefits: If the termination affected the employee's pension or retirement benefits, they might be compensated for that loss.

Non-Economic Damages

Emotional Distress: Wrongfully terminated employees can experience significant mental anguish, stress, and other psychological effects.

Damage to Reputation: If the wrongful termination led to the employee's professional reputation being tarnished, they might be entitled to damages.

Punitive Damages: In cases where the employer's conduct was particularly malicious or reckless, courts might award punitive damages to punish the employer and deter similar behavior in the future.

Job Search and Relocation Costs: If the terminated employee incurred expenses while searching for a new job or had to relocate due to the termination, they might be reimbursed for those expenses.


Legal Fees and Costs: If the employee hires an attorney to represent them in a wrongful termination lawsuit, they might be able to recover the attorney's fees and other legal costs.


Interest: Depending on jurisdiction, the employee might also be awarded interest on the damages from the date of termination to the date of judgment.


Reinstatement: In some cases, especially in public sector jobs or union environments, the court or tribunal might order that the employee be reinstated to their former position in addition to, or in lieu of, monetary damages.


Benefit Loss: This includes any health insurance, life insurance, stock options, or other fringe benefits that were lost due to the wrongful termination.


Training and Education Costs: If the employee had to undergo additional training or education to find a new job after wrongful termination, they might be entitled to recover those costs.

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