Whistleblower Protecting Employees. Fighting Back Against Injustice.

Whistleblower Attorney in Princeton, NJ

Employee-Only Representation. $2 Million Whistleblower Settlement.

When you report workplace misconduct and your employer responds with demotion, termination, or other punishment, you may have a claim under New Jersey’s Conscientious Employee Protection Act (CEPA), widely regarded as one of the most comprehensive state whistleblower statutes in the country. Arcé Law Group has represented employees facing retaliation since 2011, and we represent only workers, never employers. Princeton, NJ, employees at every level, from entry-level staff to C-suite executives, can come to us for straightforward guidance on their options.

Bryan Arce founded the firm after twelve years as a chef in the United States, Mexico, and Europe, a career that gave him direct experience with the management-employee dynamics that fuel retaliation. Before founding the firm, he served as a Judicial Intern at the Equal Employment Opportunity Commission for the Honorable Erin M. Stilp, an experience that informs how we build cases today. We offer free, confidential consultations with no obligation and work on contingency, meaning you pay nothing unless we first secure a financial settlement or verdict on your behalf.

If you reported misconduct and faced consequences for it, don’t wait. Call our whistleblower attorneys at (866) 426-7182 for a free, confidential consultation with no obligation.

A Documented Record in Whistleblower & Retaliation Cases

Results matter when choosing a whistleblower lawyer. Our firm has been part of trial teams that secured a $2 million whistleblower retaliation settlement and a $2.2 million race and retaliation verdict, among other million-dollar outcomes. Since 2011, we’ve handled thousands of employment law cases and secured millions in verdicts and settlements for workers across New Jersey and four other states.

Bryan Arce is a member of the Million Dollar Advocates Forum, a distinction limited to fewer than 1% of U.S. lawyers and reserved for attorneys who have won million- and multi-million-dollar verdicts and settlements. We’re licensed in New Jersey state courts and admitted to the U.S. District Court for the District of New Jersey, which means we can pursue claims in the specific courts that hold jurisdiction over Princeton-area cases.

What CEPA Protects

CEPA protects employees who disclose, or threaten to disclose, to a supervisor or a public body an activity, policy, or practice they reasonably believe violates a law or regulation. The reasonable-belief standard is important: you don’t have to prove an actual violation occurred, only that your belief was reasonable under the circumstances. That distinction keeps many valid claims alive even when an employer argues no law was broken.

The law’s definition of retaliation is broad. Covered adverse actions include discharge, suspension, demotion, and any other action that negatively affects the terms and conditions of your employment, such as reduced hours, pay cuts, or a hostile shift in how you’re treated. For disclosures made to a public body, CEPA generally requires that you first give the employer written notice and a reasonable opportunity to correct the problem. Exceptions apply when you reasonably believe your supervisor already knows about the violation or when an emergency creates a risk of physical harm.

Filing Deadlines & Remedies Under CEPA

A CEPA lawsuit must generally be filed within one year of the retaliatory action. Missing that deadline can bar your claim entirely, which is why it’s worth speaking with a whistleblower attorney as soon as retaliation begins, not after it escalates.

If retaliation is proven, CEPA remedies can include reinstatement to your position, back pay for lost wages, compensation for emotional distress, punitive damages, and recovery of attorneys’ fees and costs. New Jersey also recognizes a separate common-law wrongful discharge claim, often called a Pierce claim after Pierce v. Ortho Pharmaceutical Corp. A Pierce claim carries a two-year statute of limitations rather than CEPA’s one-year deadline, and the two claims can sometimes be pursued together depending on the facts of your situation.

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Empowering Employees to Take Action

See how we've helped professionals fight back against harassment and retaliation

“The best decision of my life was to walk through the doors of the Arce Law Group.”
The best decision of my life was to walk through the doors of the Arce Law Group. There is so much to say and not enough time or characters to fully describe my satisfaction, but overall it was a life changing experience. Christine, Bryan, and Cayetana treated me like I was family. They were open, honest, empathetic, and extremely supportive. Truly a dream team. They were sweet and authentically caring to the point that I never felt alone. Their attention to detail was on point throughout the entire process, and I got the results that I was hoping for. They exceeded my expectations by going above and beyond to advocate for me. I wish I could give them more than 5 stars because the way they championed on my behalf was out of this world. I would not hesitate to refer their services.

- F M
“Highly recommended and compassionate service.”
“Definitely highly recommended - you will not be disappointed.”

- Melissa O.
“The Best”
“He was patient with me through this whole process and answered my million and one questions, which made me feel at ease knowing I made the right decision in choosing him to assist me.”

- Elaine M.
“I Would Recommend This Firm Hands Down”
“My lawyer Laura was so kind and sweet she made me feel like I knew her for years.”

- Jeancarlos S.
“Kind & Patient”
“It was clear from our first phone call that Gregory Kirschenbaum’s compassion and devotion to his line of work were unfeigned.”

- Brianna M.
“Friendly & Supportive”
“Went to Arce Law Group for my Employment Discrimination case and was taken aback by the care and hard work put into my case.”

- Mitchell M.
“Swiftly Replied”
“Mr.Arce not only swiftly replied to my inquiry, but he also spent the time to write out a detailed response to my inquiry and guide me and how to proceed forward.”

- Paul C.
“Best Possible Outcome”
“Max Bracero was my attorney and I recommend him to anyone who needs an employment lawyer.”

- Lydia K.

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Where Princeton, NJ, Whistleblower Claims Are Filed

Princeton falls within Mercer County. State CEPA claims arising here are heard by the Superior Court of New Jersey, Mercer Vicinage, located in Trenton. Federal whistleblower claims from Mercer County are assigned to the Trenton Vicinage of the U.S. District Court for the District of New Jersey. We’re admitted to both courts and file claims with the appropriate agencies throughout our practice jurisdictions.

Knowing which court governs your claim affects how it’s filed, how long the process takes, and what procedural rules apply. We handle that analysis from the start to help keep important details from falling through the cracks.

Federal Whistleblower Protections That May Apply to Your Case

CEPA is often the primary vehicle for New Jersey employees, but several federal laws can apply alongside it depending on your industry and what you reported.

False Claims Act: Allows individuals to file qui tam lawsuits on behalf of the federal government when exposing fraud against federal programs. Successful qui tam relators may share in any government recovery.
Sarbanes-Oxley Act: Protects employees of publicly traded companies who report corporate or securities fraud to a supervisor or federal regulator.
OSHA Whistleblower Provisions: OSHA enforces anti-retaliation protections under numerous federal statutes covering workplace safety, environmental reporting, and related areas.
Dodd-Frank Act: Includes anti-retaliation protections for employees who report securities or commodities violations to the SEC or CFTC, and qualifying tips may be eligible for financial awards.

Which laws apply depends on what you reported, who your employer is, and how the retaliation occurred. We can assess all applicable protections during your consultation.

What to Do After Experiencing Retaliation

The period immediately following retaliation is when documentation matters most. Writing down dates, saving communications, identifying witnesses, and noting changes in your working conditions creates a record that can strengthen your claim. Memory fades; a written log doesn’t.

A common misconception is that you must exhaust internal reporting channels before pursuing a claim. That’s not always true. Internal reporting can be helpful in some situations, but it isn’t always a legal prerequisite. We help clients understand which events may qualify as retaliation, which documents to gather, and how the relevant filing deadlines apply to their specific facts. Acting early can give you more options.

Talk to Our Princeton Whistleblower Lawyer at No Cost

If you reported misconduct and your employer retaliated, the next step is a private conversation about what happened and what your options are. We work on contingency, so you pay nothing unless we first secure a financial settlement or verdict on your behalf.

Call Arcé Law Group at (866) 426-7182 to schedule your free consultation. You can also reach us through the contact form on this site.

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Take the First Step Toward Justice If you’ve experienced sexual harassment, retaliation, or workplace misconduct, you don’t have to face it alone. Contact Arce Law Group today for a free, confidential consultation. We’ll listen, guide you through your options, and fight to protect your rights.

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