I think the more important elements of the protection would be that no retaliation could take place, that before discipline could be imposed the employer would have to prove just cause, and that if retaliation was found to exist, not only should the worker get a remedy in terms of reinstatement and lost wages, but the retaliator should be punished.
There is no need for an economic incentive. In fact, part of the legislation stipulates that the disclosures have to be made in good faith. Offering some kind of monetary reward opens up the Pandora's box of having to question whether any disclosure is being made in good faith or strictly for the payment.