Reporting Your Employer
MCL 15.362 and 15.363 — the whistleblowers' protection act, and its 90 days
An employer may not discharge, threaten or otherwise discriminate against an employee about pay, terms, conditions, location or privileges of employment because the employee, or someone acting for them, reports or is about to report, verbally or in writing, a violation or suspected violation of a law, regulation or rule of this state, a local government or the United States to a public body, unless the employee knows the report is false.
The same protection covers an employee asked by a public body to take part in an investigation, hearing or inquiry held by that body, or in a court action.
90 days to sue. A person alleging a violation may bring a civil action for an injunction, actual damages or both within 90 days after the violation, in the circuit court for the county where it happened, where the complainant lives, or where the defendant lives or has its principal place of business. Damages include reasonable attorney fees.
An employee whose claim rests on being about to report has to show that by clear and convincing evidence.
Which bodies count as a public body is defined in another section of the act and is not covered here.
Sources for this section (2)
- MCL 15.362 — Retaliation against an employee who reports a violation
- MCL 15.363 — Civil action, the 90 day limit, and the burden of proof
Legal information, not legal advice. Verified as of September 2026. Applying it to a particular situation is the work of a licensed Michigan attorney.