Were you discriminated against at work in Las Vegas?
Being treated worse because of who you are, in pay, promotion, discipline, scheduling or termination, may be unlawful. Retaliation after you objected or reported it may be unlawful too.
If your workplace rights were violated, you may be able to pursue compensation for lost pay or emotional harm, and hold your employer accountable.
Not sure whether it was "serious enough"? You can request a review even if you never reported it to HR or are still employed.
What discrimination actually looks like, and what the law calls it.
Discrimination is rarely a single dramatic act. It's the pattern, the 'jokes,' the passed-over promotion, the accommodation that never comes, the sudden performance problem after you spoke up. The legal test is whether a protected trait drove how you were treated.
The 'nicknames' are slurs. Everyone laughs, so I'm supposed to laugh too.
The law calls it → racial or national-origin harassment
- Since I started wearing a hijab, I'm suddenly 'not a culture fit' for client meetings. The law calls it → religious discrimination
- They call me 'grandpa' in standups and gave the project I built to someone half my age. The law calls it → age-based harassment and discrimination (40+)
- I asked for a simple schedule change for my disability. Months later, still nothing, and now I'm 'unreliable.' The law calls it → failure to accommodate a disability
- I reported the slurs to HR. Two weeks later my performance was suddenly a problem. The law calls it → retaliation, illegal even if the original complaint isn't proven, as long as it was made in good faith
- HR says my locs violate 'grooming standards', the same standards that allow every other long hairstyle. The law calls it → race discrimination, hair texture is protected in Nevada
These cover race and national origin, disability (and accommodations), age (40 and over), religion (and accommodations), sex and pregnancy, sexual orientation and gender identity, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations, not client accounts.
Workplace discrimination in Las Vegas, by race (including hair texture), national origin, disability, age, religion, sexual orientation, or gender identity, is prohibited by Nevada's NRS 613 (employers with 15+) and federal law. You have 300 days to file with the Nevada Equal Rights Commission, which accepts complaints online only.
What could taking action help you pursue?
Depending on the facts, legal action may help recover financial losses, address emotional harm, restore employment opportunities, or require workplace changes. Available remedies depend on the facts and applicable law; no outcome is guaranteed.
Recover what you lost
Lost pay, benefits, hours, and employment opportunities tied to the unlawful conduct.
Address the harm
Compensation for emotional distress may be available where the law provides for it.
Restore an opportunity
Some cases may involve reinstatement, promotion, corrected records, or another job-related remedy.
Create accountability
A resolution may include policy changes, training, or other corrective workplace action.
You do not need a perfect record, or even to know whether what happened was illegal, before asking what your options are.
Common concerns we hear from employees
I never reported it to HR.
You may still have legal options. Not reporting immediately does not automatically end your rights, although the specific facts can affect a claim.
I don't have screenshots or witnesses.
You do not need a complete evidence file before contacting us. We can help identify texts, emails, schedules, witnesses, and other evidence that may matter.
I still work there.
You can ask questions while still employed. Retaliating against a worker for opposing unlawful conduct or asserting protected rights may itself be unlawful.
It was a customer or client, not a coworker.
In some circumstances, an employer may be responsible for the conduct of supervisors, coworkers, customers, clients, or other third parties.
Erika Smolyar
Associate · Admitted in Nevada
Erika Smolyar leads the firm's Nevada cases and represents employees in workplace harassment, discrimination, and retaliation matters. She is licensed in Nevada and California.
Read Erika's full bio →Real verdicts and recoveries in harassment and discrimination cases.
$15 million
1 plaintiff · Gender pay & promotion discrimination, jury verdict (punitive damages under federal + Oregon law)
Jury verdict, subject to post-trial proceedings. Not a settlement or a collected recovery.
$1.3 million
19 Black construction workers · Racial harassment (hostile work environment)
$1 million
27 Black construction workers · Racial harassment (hostile work environment)
$725,000
14 individuals · Racial harassment (14 individual arbitrations)
Prior results do not guarantee a similar outcome.
What happens after you reach out?
You don't need documents, a lawyer-ready story, or even certainty that what happened was illegal.
- 01
Talk with us
A short initial conversation about what happened and when.
- 02
We assess the record
We identify possible claims, deadlines and evidence that may matter.
- 03
If we take the case
We handle the filing strategy, negotiations and litigation.
Deadlines can depend on where and how you file
Nevada and federal claims may follow different filing routes. These are general time limits, not sequential steps.
Generally, to file a discrimination complaint with the Nevada Equal Rights Commission.
NERC, File a Complaint ↗Generally, to file a lawsuit after receiving a Nevada right-to-sue notice.
NERC, File a Complaint ↗Other claims and exceptions may have different or shorter deadlines. Contact counsel promptly so the applicable dates can be reviewed.
Nevada's fair employment practices law (Equal Opportunities for Employment)
NRS 613.310 to 613.4383, inclusive
Primary source, NRS 613.310 to 613.4383, inclusive ↗Share what happened in about two minutes. The firm will review your submission and contact you about possible options and next steps. There is no cost or obligation to request a review.
Deadlines and filing issues for workers in Las Vegas.
- Nevada's NERC takes discrimination complaints online only, and the 300-day window doesn't wait while you look for the right form.
- After a right-to-sue notice you have 90 days to file in Clark County, miss it by a day and that route closes.
- Every Nevada ground runs through the 15-employee threshold, small-shop claims need a lawyer's eye for alternate routes.
- Dual-filing with the EEOC is automatic on paper, but confirm YOUR charge date; don't assume someone else started the clock.
Local filing and enforcement information for Las Vegas workers.
The sources below are public agency actions and filing information, not this firm's cases. They illustrate how claims have been handled and do not predict the outcome of another matter.
- Race / national origin EEOC v. The Mirage Hotel & Casino (D. Nev.): $1.14 million settlement (2002) of allegations that the Las Vegas Strip resort discriminated against African-American and Hispanic job applicants in hiring; $840,000 went to the affected class, plus anti-discrimination training and monitoring. official source ↗
These are public government enforcement actions by the EEOC, not this firm's cases. Agency and state filing routes for Las Vegas follow below.
Where do you file a workplace discrimination claim in Las Vegas?
Nevada Equal Rights Commission
Las Vegas Office7220 Bermuda Road, Suite 100
Las Vegas, NV 89119
(702) 486-7161
Online-only filing, NERC no longer accepts complaints by mail, fax, or in person. Callers needing accommodation may phone either office.
File online →EEOC Las Vegas Local Office
333 Las Vegas Blvd South, Suite 5560Las Vegas, NV 89101
(702) 553-4470 EEOC Public Portal →
Eighth Judicial District Court (Clark County)
Regional Justice Center200 Lewis Ave
Las Vegas, NV 89155
The filing path, step by step
- 1Document the pattern, dates, comments, grooming or accommodation policies, who was promoted. Nevada deadlines are firm.
- 2File with the Nevada Equal Rights Commission online within 300 days (the Las Vegas office, 7220 Bermuda Rd, takes accommodation calls). Charges dual-file with the EEOC.
- 3Nevada requires the agency process before suing.
- 4After a right-to-sue notice: 90 days, state claims in Clark County District Court, federal in the District of Nevada.
Employment discrimination information in other Nevada cities
View all Nevada workplace discrimination locations →Asked by Las Vegas workers.
A Las Vegas casino said my locs violate 'grooming standards', is that legal?
Likely not. Nevada's NRS 613 expressly protects hair texture and protective hairstyles like locs and braids as part of race. Grooming policies that target them can be unlawful race discrimination. File with the Nevada Equal Rights Commission within 300 days, online only.
I'm mocked for my accent on the casino floor and passed over for promotion, national-origin discrimination?
It can be. NRS 613 (employers with 15+) and Title VII bar national-origin harassment and discrimination, accent mockery, ethnic slurs, and English-only rules without business necessity. Las Vegas's hospitality and gaming workforce is heavily immigrant; file with NERC within 300 days online.
I was replaced on the Strip by someone half my age, is that age discrimination?
Possibly. The ADEA and NRS 613 protect workers 40 and older (the ADEA needs 20+ employees; NRS 613 reaches employers with 15+). Hospitality's youth-marketing pressure doesn't make age bias legal, comments about 'image' or 'energy,' and being replaced by much younger staff, can be evidence. File with NERC within 300 days; after a right-to-sue notice you have 90 days to sue.
My Las Vegas employer won't accommodate my disability, what are my rights?
NRS 613 and the ADA require employers with 15 or more employees to reasonably accommodate disabilities and bar disability harassment. File with the Nevada Equal Rights Commission within 300 days (online only). After a right-to-sue notice, 90 days to sue; remedies follow the federal Title VII scheme.