The Ninth Circuit recently held that the Defend Trade Secrets Act (“DTSA”) does not require plaintiffs to identify their allegedly misappropriate trade secrets with reasonable particularity at the outset of discovery—much unlike the California Uniform Trade Secrets Act (“CUTSA”).  Quintara Biosciences, Inc. v. Ruifeng Biztech, Inc., No. 23-16093 (Aug. 12, 2025).  Rather, the DTSA’s requirement that a plaintiff identify trade secrets with “sufficient particularity” is a question of fact to be determined at summary judgment or trial.

Background

Plaintiff Quintara Biosciences, Inc. (“Quintara”), a California DNA-sequencing company, sued Defendant Ruifeng Biztech, Inc. (“Ruifeng”) for misappropriation of trade secrets, alleging the theft of customer and vendor databases, marketing plans, software code, and proprietary technologies.  Quintara asserted claims solely under the DTSA, and did not assert any CUTSA claims.  Shortly after the parties’ initial discovery conference, the District Court imposed a requirement, borrowed from CUTSA Section 2019.210, that Quintara must identify its trade secrets with “reasonable particularity” before discovery could proceed.  Finding that Quintara’s subsequent disclosure was inadequate, the court granted Ruifeng’s Rule 12(f) motion, striking nine of the eleven trade secrets that Quintara alleged, and ordering the parties to proceed to summary judgment on the surviving asserted trade secrets. 

The Ninth Circuit’s Decision

Reversing in part, the Ninth Circuit found the District Court abused its discretion by striking Quintara’s trade secrets for lack of particularity at the discovery stage.  The court emphasized that while plaintiffs invoking the DTSA must prove they possess trade secrets with “sufficient particularity” at summary judgment or trial, the DTSA does not impose the CUTSA’s “reasonable particularity” disclosure requirement at the outset of discovery.

The Ninth Circuit found that by striking nine trade secrets before meaningful discovery had occurred, the District Court effectively dismissed Quintera’s claims as to these trade secrets as a discovery sanction, which it deemed to be an abuse of discretion.  In this vein, the Ninth Circuit gave examples of less drastic actions the court could have taken, such as “grant[ing] a protective order limiting discovery to whether Quintara had identified its trade secrets with ‘sufficient particularity’ before permitting additional discovery,” or if Quintara failed to adequately supplement its trade secret identification “after discovery and an opportunity to clarify the level of particularity required for its claim to move forward, … the district court could have excluded evidence of any added specifications from consideration on summary judgment or at trial.” 

Takeaways

The Ninth Circuit’s decision shows that (at least within that jurisdiction), a DTSA-only action offers plaintiffs greater leeway with respect to identifying the misappropriated trade secrets before discovery begins.  Defendants are apt to argue that this hands an unfair advantage to plaintiffs who are unable to identify their allegedly misappropriated trade secrets at the time they file suit, and deprives defendants of the ability to launch early attacks on a DTSA claim.  But the Ninth Circuit emphasized that district court judges have discretion to shape how and when trade secrets must be disclosed, including through protective orders, phased discovery, or targeted summary judgment practice, which afford meaningful avenues to test and narrow trade secret claims.

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Photo of Steven J. Pearlman Steven J. Pearlman

Steven J. Pearlman is a partner in the Labor & Employment Law Department, where he is Head of the Restrictive Covenants, Trade Secrets & Unfair Competition Group and Co-Head of the Whistleblowing & Retaliation Group.

Employment, Restrictive Covenant & Trade Secret, and Whistleblower

Steven J. Pearlman is a partner in the Labor & Employment Law Department, where he is Head of the Restrictive Covenants, Trade Secrets & Unfair Competition Group and Co-Head of the Whistleblowing & Retaliation Group.

Employment, Restrictive Covenant & Trade Secret, and Whistleblower Practice. Steven’s national practice focuses on defending companies in federal and state courts and in arbitration fora against the full spectrum of employment-related claims, including claims of executives; restrictive covenant violations; employee raiding; theft of trade secrets; whistleblower retaliation under the Sarbanes-Oxley Act, the Dodd-Frank Act and similar state laws; and wage-and-hour violations, including class, collective and PAGA actions.

Steven has successfully handled trials in multiple jurisdictions; prevailed in seeking and defending against applications for temporary restraining orders and preliminary injunctions; defended one of the largest Illinois-only class actions in the history of the federal courts in Illinois (over 90k putative class members); and prevailed following his oral arguments before federal and state appellate courts. He brings his litigation experience (beginning in 1998) to bear in counseling clients to minimize risk and avoid or prepare for success in litigation.

Investigations. Reporting to boards of directors, their audit committees, CEOs and in-house counsel, Steven conducts sensitive investigations and has the unusual experience of testifying in federal court in connection with investigations. His investigations have involved complaints of sexual harassment involving C-suite officers; systemic violations of employment laws and company policies; and fraud, compliance failures and unethical conduct.

Thought Leadership and Accolades. Steven was named Lawyer of the Year for Chicago Labor & Employment Litigation in the 2023 edition of The Best Lawyers in America. He is a Fellow of the College of Labor and Employment Lawyers. Chambers has reported:

  • Steven is “one of the best in the country and has a lot of experience”;
  • Steven is as an “outstanding lawyer” who is “very sharp and very responsive,” a “strong advocate,” and an “expert in his field”;
  • He is thoughtful, attentive and demonstrates an acute understanding of matters top of mind for business-minded general counsel; and
  • “He is someone who can navigate the twists and turns of litigation without difficulty.”

Steven was 1 of 12 individuals selected by Compliance Week as a “Top Mind.” Earlier in his career, he was 1 of 5 U.S. lawyers selected by Law360 as a ”Rising Star Under 40” in the area of employment law and 1 of “40 Illinois Attorneys Under Forty to Watch” selected by Law Bulletin Publishing Company. Steven is a U.S. Library of Congress Burton Award Winner for “Distinguished Legal Writing.”

Steven was appointed to Law360’s Employment Editorial Advisory Board and selected as a Contributor to Forbes.com. He has appeared on Bloomberg News (television and radio) and Yahoo! Finance, and is often quoted in leading publications such as The Wall Street Journal. The U.S. Chamber of Commerce has engaged Steven to serve as lead counsel on amicus briefs to the U.S. Supreme Court and federal circuit courts of appeal.

In 2024, Steven received the Excellence in Pro Bono Service Award from the United States District Court for the Northern District of Illinois and the Chicago Chapter of the Federal Bar Association.

Photo of Scott Tan Scott Tan

Scott Tan is an associate in the Labor & Employment Law Department.  Scott represents employers in a variety of matters in federal and state court, arbitrations and state and local administrative proceedings.  His practice encompasses a wide range of labor and employment matters…

Scott Tan is an associate in the Labor & Employment Law Department.  Scott represents employers in a variety of matters in federal and state court, arbitrations and state and local administrative proceedings.  His practice encompasses a wide range of labor and employment matters, including employment discrimination, retaliation, breach of contract, whistleblower claims, restrictive covenants, and wage & hour claims.  Scott also counsels clients on a diverse array of employment matters, including accommodations requests, reductions-in-force, pay equity, wage and hour issues, and compliance with federal, state, and local laws.  Scott’s recent work has involved advising and representing clients across industries such as financial services, sports, news and media, healthcare, legal services, and real estate, in matters ranging from single and multi-plaintiff lawsuits to class and collective actions.

Scott has an active pro bono practice and advises non-profit organizations on employee separations and other employment issues.  He recently secured a favorable judgment in New York state court on behalf of a charitable foundation.  Scott also co-leads Proskauer’s Moot Court Program, where he introduces local high school students to appellate advocacy and coaches them to participate in an annual competition against other New York City high schools.

Scott received his J.D. from UCLA School of Law, where he served on the Moot Court Honors Board and worked as a research assistant for Professor Jennifer Mnookin and Professor Hiroshi Motomura.