North Dakota
North Dakota Whistleblower Laws: Protections and How to Report
Independently fact-checked against primary sources (last audited August 20, 2026). · Reviewed by the RecordingLaw editorial team. · Law checked current as of August 20, 2026. · 1 primary source cited on this page. How we verify our legal content
North Dakota protects employees from retaliation under N.D. Cent. Code § 34-01-20, which bars employers from discharging, threatening, or discriminating against workers who report a violation of law in good faith, participate in a government investigation, or refuse an unlawful directive.
A Summary of North Dakota Whistleblower Laws
North Dakota is an employment-at-will state. This means employees can be discharged from work for any reason or no reason. However, there are a few exceptions to this doctrine that are used to protect employees from wrongful retaliation. These exceptions include common law protections and statutory protections. Statutory protections are laws that are enacted by the state's legislature to address specific subject areas, e.g., workers' compensation, whereas common law protections are laws that are created by courts to address subject areas that are not covered by enacted laws.
This is a summary of North Dakota Whistleblower Laws, make sure to check out the Federal Whistleblower Laws as well.
Whistleblower Rights in North Dakota
Common Law Protections for Whistleblowers in North Dakota
North Dakota has a public policy that is applied as an exception to the employment-at-will doctrine. Therefore, it is illegal for employers to discharge an employee for reasons that violate public policy. To determine whether an employee is eligible for protection under the state's public policy, the courts usually rely on statutory protections, constitutional provisions, and prior judicial opinions. For example, if a statute endorses a worker's right to collect a wage not less than the minimum wage, an employer who discharges an employee in retaliation for exercising such a right may be found guilty of violating public policy. Generally, North Dakota protects employees who engage in the following activities from wrongful discharge:
- Refusing to commit perjury.
- Filing a workers' compensation claim.
- Honoring a subpoena.
Statutory Protections
General Whistleblower Protection in North Dakota
Employers are not allowed to discharge, threaten, discipline, alter terms of employment, or in any way discriminate against an employee in retaliation for:
- Reporting in good faith a violation of a federal, state, or local law, rule, or regulation to the employer, law enforcement official, or public body.
- Being requested by a public body or official to participate in an investigation, a hearing, or an inquiry.
- Refusing to carry out a directive by the employer that would result in a violation of a federal, state, or local law, rule, or regulation. The employee must have a reasonable belief that the directive is unlawful and must inform the employer of the reason for the refusal.
Public Employees Reporting Misuse of Public Resources
A public employee may report in writing to the employee's agency head, a state's attorney, the attorney general, the state auditor, or an employee organization a job-related violation of local, state, or federal law, rule, regulation, or ordinance, or the job-related misuse of public resources. For making that report, the employee may not be dismissed, have salary increases or employment-related benefits withheld, be transferred or reassigned, be denied a promotion the employee otherwise would have received, be demoted, or be discriminated against in any term or condition of employment. An employee who intentionally furnishes false information is subject to discipline, including suspension or dismissal. N.D. Cent. Code § 34-11.1-04.
Child Abuse And Neglect
Employers are not allowed to in any way retaliate against an employee for:
- Reporting in good faith a suspected abuse or neglect of a child.
- Reporting that a child died as a result of neglect or abuse.
- Being a child who suffered neglect or abuse, and to whom a report was made on his or her behalf.
N.D. Cent. Code § 50-25.1-09.1.
Vulnerable Adults
Employers are not allowed to discipline or in any way discriminate against an employee in retaliation for reporting in good faith the suspected abuse or neglect of a vulnerable adult. Vulnerable adults are people who need community care services because they are unable to protect themselves from harm or exploitation due to disability, age, or illness. N.D. Cent. Code § 50-25.2-11.
Discrimination
It is unlawful for a person to discharge, threaten, or in any way discriminate against another person in retaliation for:
- Opposing discriminatory practices deemed unlawful by this statute.
- Filing a complaint under this statute.
- Testifying or participating in an investigation, proceeding, or hearing under this statute.
Labor Organizations
It is considered an unfair labor practice for an employer to discharge or in any way discriminate against an employee in retaliation for:
- Being a member of a labor organization.
- Filing a charge under this statute.
- Testifying in a proceeding or action under this statute.
Abuse or Neglect of a Person with Developmental Disabilities
It is against the law for an employer to discharge, discipline or in any way discriminate against an employee in retaliation for reporting the suspected abuse, neglect, or exploitation of a person with developmental disabilities or mental illness. The employee should have a reasonable cause to suspect the mistreatment of the concerned person. N.D. Cent. Code § 25-01.3-05.
Long-Term Care Facilities
Long term care facilities are not allowed to threaten or in any way retaliate against an employee for:
- Filing a complaint on behalf of a resident.
- Providing information regarding a complaint to a long-term care ombudsman.
Medicaid Fraud and False Claims
An employee, contractor, or agent who is discharged, demoted, suspended, threatened, harassed, or in any other manner discriminated against in the terms and conditions of employment because of lawful acts done in furtherance of an action under North Dakota's Medicaid fraud control chapter, or other efforts to stop a violation of that chapter, is entitled to all relief necessary to be made whole. N.D. Cent. Code § 50-24.8-08.
Wage Discrimination
Employers are not allowed to discharge or in any way discriminate against an employee in retaliation for invoking or assisting in the enforcement of this statute. Under this statute, it is against the law for an employer to discriminate against his or her employees on the basis of sex by paying a certain wage to employees of a certain sex even though employees of both sexes are working comparable jobs. N.D. Cent. Code § 34-06.1-03.
Wages and Hours
Employers are not allowed to discharge or in any way discriminate against an employee in retaliation for testifying or intending to testify in an investigation or proceeding concerning North Dakota minimum wage and hour laws. N.D. Cent. Code § 34-06-18.
Smoking
No person or employer is allowed to discharge, refuse to hire, or in any way discriminate against an employee in retaliation for:
- Exercising a right under this statute.
- Reporting a violation of smoking laws that prohibit smoking in all enclosed areas of places of employment or public places.
N.D. Cent. Code § 23-12-10.
Workforce Safety and Insurance
It is illegal for an employer to discharge or threaten to discharge an employee in retaliation for seeking or intending to seek workforce safety and insurance benefits. N.D. Cent. Code § 65-05-37.
Whistleblower Retaliation Claims in North Dakota
Unless stated otherwise by a statute, retaliation lawsuits should be filed with the appropriate court within 6 years of the retaliation.
General Whistleblower Protection
Aggrieved employees under this statute can file a complaint with the North Dakota Department of Labor and Human Rights within 300 days of the retaliatory action. Employees can also choose to file a lawsuit with the appropriate court. If the employee's collective bargaining agreement, employment contract, or public employee rights provides a grievance process for this conduct, the employee must exhaust that process to completion before filing suit. Lawsuits should be filed within 180 days of the retaliatory action or within 180 days of completing the grievance procedures. With the agency and court routes on different clocks, ask a North Dakota employment lawyer for a free case evaluation on which route to take before the 180 days run (attorney advertising).
Public Employees Reporting Misuse of Public Resources
An employee claiming reprisal under this statute may appeal first to the human resource management services division and then to district court in the manner prescribed by N.D. Cent. Code ch. 28-32, or to other appropriate offices and then to district court if the employee is not under that division's jurisdiction. A state employee may also appeal in the manner prescribed for a classified employee under ch. 54-44.3, which does not apply to employees under the state board of higher education or the judicial branch. The Department of Labor and Human Rights also receives complaints under this statute when filed within 300 days of the alleged act of wrongdoing.
Medicaid Fraud and False Claims
An action under this statute may be brought in the appropriate district court and may not be brought more than 3 years after the date the retaliation occurred.
Wage Discrimination
Lawsuits under this statute should be filed within 2 years of the retaliatory action.
Discrimination
Complaints under this statute should be filed with the North Dakota Department of Labor and Human Rights. Complainants can also choose to file a lawsuit with the appropriate court. Either way, any action taken to resolve the complaint or violation must be done within 300 days of the retaliation. Also, lawsuits should be filed 90 days after the department has dismissed the complaint or after the department has issued a written probable cause for determination.
Whistleblower Hotlines in North Dakota
To file a complaint with the North Dakota Department of Labor and Human Rights, call the department toll-free at 1-800-582-8032, call the Bismarck office at 701-328-2660, or click here. TTY users can reach the department through Relay ND at 1-800-366-6888 or 1-800-366-6889.
Whistleblower Retaliation and Violation Penalties in North Dakota
Unless stated otherwise by a statute, employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for a combination or any of the following:
- Reinstatement of the employee.
- Payment of back pay.
- Reinstatement of fringe benefits.
- Temporary or permanent injunctive relief.
- Litigation costs.
- Damages.
- Plus any other relief deemed appropriate.
General Whistleblower Protection
Employers who willfully violate this statute may be found guilty of an infraction. They may also be liable to the aggrieved employee for a combination or any of the following:
- Reinstatement of the employee.
- Payment of back pay for not more than two years after the violation.
- Reinstatement of fringe benefits.
- Temporary or permanent injunctive relief.
Interim earnings or amounts earnable with reasonable diligence by the employee will be used to reduce the back pay otherwise allowable.
Child Abuse And Neglect
Employers who carry out unlawful retaliation against an employee may be found guilty of a class B misdemeanor. Any adverse action taken against the employee within 90 days of the employee making a report will be considered as retaliation.
Abuse or Neglect of a Person with Developmental Disabilities
Employers who carry out unlawful retaliation against an employee may be found guilty of a class B misdemeanor. Any adverse action taken against the employee within 90 days of the employee making a report will be considered as retaliation.
Vulnerable Adults
Employers who carry out unlawful retaliation against an employee may be found guilty of a class B misdemeanor. Any adverse action taken against the employee within 90 days of the employee making a report will be considered as retaliation.
Discrimination
Employers who violate this statute may be liable to the aggrieved employee for:
- Temporary or permanent injunctions.
- Equitable relief.
- Payment of back pay for not more than two years after the complaint was filed.
Interim earnings or amounts earnable with reasonable diligence by the employee will be used to reduce the back pay otherwise allowable.
Medicaid Fraud and False Claims
An employee, contractor, or agent who prevails is entitled to all relief necessary to be made whole, which includes:
- Reinstatement with the same seniority status the employee, contractor, or agent would have had but for the discrimination.
- Two times the amount of back pay, plus interest on the back pay.
- Compensation for any special damages sustained as a result of the discrimination, including litigation costs and reasonable attorney's fees.
Labor Organizations
If the commissioner of labor determines that an employer unlawfully retaliated against an employee, he or she may award the following relief to the aggrieved employee:
- Cease and desist.
- Reinstatement with or without back pay.
Smoking
Employers who carry out unlawful retaliation against an employee may be found guilty of a class B misdemeanor.
Wage Discrimination
Employers who violate this statute may be liable to the aggrieved employee for:
- Payment of unpaid wages, if any.
- Reinstatement of the aggrieved employee.
- Litigation costs, including reasonable attorney's fees.
Workforce Safety and Insurance
Employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for:
- Damages incurred as a result of the retaliation.
- Reasonable attorney's fees.
- Damages awarded will not replace any workforce safety and insurance benefits that the employee is entitled to.
Wages and Hours
Employers who carry out unlawful retaliation against an employee may be found guilty of a class B misdemeanor.
More North Dakota Laws
Updates
Corrected the North Dakota Department of Labor and Human Rights phone number, clarified that the participation protection in N.D. Cent. Code 34-01-20 applies when a public body or official requests participation, and added the public-employee reprisal statute (34-11.1-04) and the Medicaid false-claims retaliation statute (50-24.8-08).
Independently fact-checked against the cited primary sources; governing law re-checked for recent changes
Corrected N.D. Cent. Code 34-01-20's grievance-exhaustion requirement: exhaustion is required only when the employee actually has a grievance process available under a collective bargaining agreement, employment contract, or public-employee rights, not as a universal precondition for every employee.
Governing law re-checked for recent changes
Reviewed and approved by an editor
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
North Dakota Century Code
§ 34-01-20Employer retaliation prohibited - Civil action for relief - PenaltyIn forcecited in 3 of our articles
An employer may not discharge, discipline, threaten discrimination, or penalize an employee regarding the employee's compensation, conditions, location, or privileges of employment because: The employee, or a person acting on behalf of an employee, in good faith, reports a violation or suspected violation of federal, state, or local law, ordinance, regulation, or rule to an employer, a governmental body, or a law enforcement official. The employee is requested by a public body or official to participate in an investigation, a hearing, or an inquiry. The employee refuses an employer's order to perform an action that the employee believes violates local, state, or federal law, ordinance, rule, or regulation. The employee must have an objective basis in fact for that belief and shall inform the employer that the order is being refused for that reason. An employer who willfully violates this section is guilty of an infraction.
Official text (excerpt) · last checked 2026-09-14 · Read the full text in our law library · Verify at ndlegis.gov
Cited in 22 court opinions in our collectionLatest citing opinion in our collection: 2025
Opinions citing this section in our collection:
- Dahlberg v. LUTHERAN SOCIAL SERV. OF ND (North Dakota Supreme Court 2001, 625 N.W.2d 241)“…stablish a prima facie case for retaliatory discharge under N.D.C.C. § 34-01-20. We affirm. I [¶ 2] In Ma…”
- Vandall v. Trinity Hospitals (North Dakota Supreme Court 2004, 676 N.W.2d 88)“…Trinity was barred by the 180-day statute of limitations in N.D.C.C. § 34-01-20, which preempted his common law cause o…”
- Heng v. Rotech Medical Corp. (North Dakota Supreme Court 2006, 720 N.W.2d 54)“…breach of contract, retaliatory termination in violation of N.D.C.C. § 34-01-20, and intentional infliction of emotiona…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: North Dakota Minimum Wage 2026: $7.25 Per Hour, Tips and Claims, Wrongful Termination in North Dakota (2026): Laws, Deadlines, How to File
§ 50-25.1-09.1Employer retaliation prohibited - PenaltyIn force
An employer that retaliates against an employee solely because the employee in good faith reported having reasonable cause to suspect that a child was abused or neglected, or died as a result of abuse or neglect, or because the employee is a child with respect to whom a report was made, is guilty of a class B misdemeanor. It is a defense to any charge brought under this section that the presumption of good faith, described in section 50-25.1-09, has been rebutted. The employer of an individual required or permitted to report pursuant to section 50-25.1-03 which retaliates against the individual because of a report of abuse or neglect, or a report of a death resulting from child abuse or neglect, is liable to that individual in a civil action for all damages, including exemplary damages, costs of the litigation, and reasonable attorney's fees. There is a rebuttable presumption that any adverse action within ninety days of a report is retaliatory.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
Cited in 2 court opinions in our collectionLatest citing opinion in our collection: 2001
Opinions citing this section in our collection:
- Dahlberg v. LUTHERAN SOCIAL SERV. OF ND (North Dakota Supreme Court 2001, 625 N.W.2d 241)“…s, costs of litigation, and reasonable attorney fees. Under N.D.C.C. § 50-25.1-09.1(3), there is a rebut-table presumption…”
- Berg v. Dakota Boys Ranch Ass'n (North Dakota Supreme Court 2001, 629 N.W.2d 563)“…on for reporting the suspected child abuse, in violation of N.D.C.C. § 50-25.1-09.1. The Boys Ranch moved for summary judgm…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 50-25.2-11Retaliation prohibited - Presumption - PenaltyIn force
An employer who imposes any form of discipline or retaliation against an employee solely because the employee reported in good faith having knowledge of or reasonable cause to suspect that a vulnerable adult is or has been abused or neglected, or because the employee is a vulnerable adult with respect to whom a report was made, is guilty of a class B misdemeanor. The employer of a person permitted to report pursuant to section 50-25.2-12 who retaliates against the person because of a report is liable to that person in a civil action for all damages. A rebuttable presumption that retaliation has occurred arises when an adverse action is taken within ninety days of the report. An adverse action includes: The discharge from or termination of employment; The demotion, negative work performance evaluation, reduction of hours worked, reduction of benefits or work privileges, or reduction in remuneration for services of the employee; or The restriction or prohibition of access by the employee to any place of employment or persons affiliated with the place of employment.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
§ 14-02.4-18Retaliation prohibitedIn forcecited in 2 of our articles
It is a discriminatory practice for a person to conceal unlawful discrimination or aid, abet, compel, coerce, incite, or induce another person to unlawfully discriminate in violation of this chapter, or to engage in any form of threats, retaliation, or discrimination against a person who has opposed any unlawful discriminatory practice or who, in good faith, has filed a complaint, testified, assisted, or participated in an investigation, proceeding, hearing, or litigation under this chapter.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
Cited in 2 court opinions in our collectionLatest citing opinion in our collection: 2019
Opinions citing this section in our collection:
- Clausen v. National Geographic Society (District Court, D. North Dakota 2009, 664 F. Supp. 2d 1038)“…oceeding, hearing, or litigation under this chapter. N.D.C.C. § 14-02.4-18. The elements of discrimination under t…”
- Gilliland v. Contract Land Staff, LLC (District Court, D. North Dakota 2019)“…s violated. Even though entitled “Retaliation prohibited,” N.D.C.C. § 14-02.4-18 in part provides that [i]It is a discri…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 34-12-03Unfair labor practicesIn force
It is an unfair labor practice for any employer: To interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 34-12-02. To dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it. This may not be construed to prohibit an employer from conferring with employees or their bona fide representatives and including, but not by way of limitation, explaining the position of management in connection with the problems of the employer during working hours without the loss of pay. By discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization. To discharge or otherwise discriminate against an employee because the employee has filed charges or given testimony under this chapter. To refuse to bargain collectively with the representatives of the employer's employees, subject to section 34-12-02.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
§ 25-01.3-05Retaliation - Presumptions - PenaltyIn force
An employer that imposes any form of discipline or retaliation against an employee solely because the employee reported having knowledge of or reasonable cause to suspect that a person with developmental disabilities or mental illness was abused, neglected, or exploited is guilty of a class B misdemeanor. A rebuttable presumption that retaliation has occurred arises when an adverse action is taken within ninety days of the report. For the purpose of this subsection, "adverse action" means any action taken against the reporter or the person with developmental disabilities or mental illness about whom the report was made by a facility or person involved in a report because of the report. Adverse action includes: Discharge from or termination of the employment of the employee. Demotion, negative work performance evaluation, reduction of hours worked or benefits or work privileges, or reduction in remuneration for services of the employee. Restriction or prohibition of access by the employee to a facility or to the residents of the facility.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
§ 50-10.1-05Information to be posted - Retaliation prohibitedIn force
Information about the ombudsman program must be posted in a conspicuous place in each long-term care facility, along with how to file a complaint concerning administrative actions which affect any resident and the address where a complaint may be filed. Each resident, the spouse of each resident having a spouse, and any designated representative of a resident must be provided with information about the ombudsman program at the time the resident is admitted to the long-term care facility. A long-term care facility, and its agents, may not take or threaten retaliatory action against a resident, employee, or any other person on account of the filing of a complaint by or on behalf of that resident, or on account of the providing of information to a long-term care ombudsman constituting or relating to a complaint.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
§ 34-06.1-03Prohibition of discriminationIn force
An employer may not discriminate between employees in the same establishment on the basis of gender, by paying wages to any employee in any occupation in this state at a rate less than the rate at which the employer pays any employee of the opposite gender for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. Differentials that are paid pursuant to established seniority systems, systems that measure earnings by quantity or quality of production, merit systems, or a bona fide factor other than gender, such as education, training, or experience, and which do not discriminate on the basis of gender, are not within this prohibition. An employer that is paying a wage differential in violation of this chapter may not, in order to comply with this chapter, reduce the wage rates of any employee. A person may not cause or attempt to cause an employer to discriminate against any employee in violation of this chapter.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
§ 34-06-18Employer discriminating against employeesIn forcecited in 2 of our articles
No employer may discharge or in any other manner discriminate against any employee because such employee has testified or is about to testify, or because such employer believes that the employee may testify, in any investigation or proceeding under or relative to this chapter.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
§ 23-12-10Smoking restrictions - Exceptions - Retaliation - ApplicationIn force
In order to protect the public health and welfare and to recognize the need for individuals to breathe smoke-free air, smoking is prohibited in all enclosed areas of: Public places; and Places of employment. Smoking is prohibited within twenty feet [6.10 meters] of entrances, exits, operable windows, air intakes, and ventilation systems of enclosed areas in which smoking is prohibited. Owners, operators, managers, employers, or other persons who own or control a public place or place of employment may seek to rebut the presumption that twenty feet [6.10 meters] is a reasonable minimum distance by making application to the director of the local health department or district in which the public place or place of employment is located.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
Cited in 1 court opinions in our collectionLatest citing opinion in our collection: 2015
Opinions citing this section in our collection:
- Chegwidden v. Evenson (North Dakota Supreme Court 2015, 863 N.W.2d 843)“…rtain areas, including all enclosed areas of public places. N.D.C.C. § 23-12-10(1)(a). A “public place” includes “any…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 65-05-37Retaliation by employer prohibited - Action for damages - PenaltyIn force
An employer who willfully discharges or willfully threatens to discharge an employee for seeking or making known the intention to seek workforce safety and insurance benefits is liable in a civil action for damages incurred by the employee, including reasonable attorney's fees. Damages awarded under this section may not be offset by any workforce safety and insurance benefits to which the employee is entitled. A willful violation of this section is a class A misdemeanor.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
Cited in 1 court opinions in our collectionLatest citing opinion in our collection: 2013
Opinions citing this section in our collection:
- Mosley v. Alpha Oil & Gas Services, Inc. (District Court, D. North Dakota 2013, 962 F. Supp. 2d 1090)“…to grant summary judgment. B. Mosley’s claim pursuant to N.D.C.C. § 65-05-37 Mosley claims that another reason Qu…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 34-11.1-04Violations for misuse reported by employee - Reprisals prohibited - Furnishing false information - Department of labor and human rightsIn force
An employee, without fear of reprisal, may report in writing to the employee's respective agency head, a state's attorney, the attorney general, the state auditor, or an employee organization the existence of: A job-related violation of local, state, or federal law, rule, regulation, or ordinance. The job-related misuse of public resources. For having made a report under subsection 1, no employee will: Be dismissed from employment. Have salary increases or employment-related benefits withheld. Be transferred or reassigned. Be denied a promotion that the employee otherwise would have received. Be demoted. Be discriminated against in any term or condition of employment. An employee who intentionally furnishes false information is subject to disciplinary action, including suspension or dismissal as determined by the employee's appointing authority or designee.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
Cited in 1 court opinions in our collectionLatest citing opinion in our collection: 2002
Opinions citing this section in our collection:
- Ghorbanni v. North Dakota Council on the Arts (North Dakota Supreme Court 2002, 639 N.W.2d 507)“…rgues her dismissal violated public policy, as expressed in N.D.C.C. § 34-11.1-04, which expressly prohibits an employer…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 50-24.8-08Relief from retaliatory actionsIn force
An employee, contractor, or agent is entitled to all relief necessary to make that employee, contractor, or agent whole, if that employee, contractor, or agent is discharged, demoted, suspended, threatened, harassed, or in any other manner discriminated against in the terms and conditions of employment because of lawful acts done by the employee, contractor, agent, or associated others in furtherance of an action under this chapter or other efforts to stop one or more violations of this chapter. Relief under subsection 1 includes reinstatement with the same seniority status that employee, contractor, or agent would have had but for the discrimination, two times the amount of back pay, interest on the back pay, and compensation for any special damages sustained as a result of the discrimination, including litigation costs and reasonable attorney's fees. An action under this section may be brought in the appropriate district court for the relief provided in this subsection. A civil action under this section may not be brought more than three years after the date the retaliation occurred.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at ndlegis.gov
Sources and References
- N.D. Cent. Code § 34-01-20: Employee retaliation prohibited, civil action for relief and penalty(ndlegis.gov).gov
- N.D. Cent. Code § 34-11.1-04: Violations for misuse reported by employee - Reprisals prohibited - Furnishing false information - Department of labor and human rights(ndlegis.gov)
- N.D. Cent. Code § 50-24.8-08: Relief from retaliatory actions (Medicaid Fraud Control Unit chapter)(ndlegis.gov)
- North Dakota Department of Labor and Human Rights: contact information and phone numbers(nd.gov)
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