Were you sexually harassed at work in Las Vegas?
Unwanted sexual comments, messages, touching, advances, or pressure involving your job 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 this looks like in real life, and what the law calls it.
Sexual harassment is usually smaller, repeated, and easier to doubt than people expect. The legal test is whether unwelcome conduct tied to sex made your job hostile, it does not have to be physical or loud.
He says the comments are jokes. They're about my body, and they happen every shift.
The law calls it → sexual harassment (hostile work environment)
- My manager hinted my hours depend on how 'friendly' I am after work. The law calls it → quid pro quo sexual harassment
- The comments stopped being about work a long time ago. Now it's my body, my clothes, my dating life. The law calls it → hostile work environment based on sex
- After I turned him down, my good shifts disappeared and my reviews got worse. The law calls it → retaliation, illegal even if the original complaint isn't proven
- They didn't fire me. They just made every day bad enough that I'd quit. The law calls it → constructive discharge
- The pit boss says the 'image policy' means smiling through what players say and grab. The law calls it → customer harassment the casino must address
These cover unwelcome sexual advances or comments, quid pro quo (job tied to sexual conduct), hostile work environment based on sex, pregnancy and gender, sexual orientation and gender identity, retaliation for reporting, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations, not client accounts.
Las Vegas workers, including the Strip's casino-hospitality workforce, have 300 days to file harassment complaints with the Nevada Equal Rights Commission (online only) or the EEOC's Las Vegas office. Harassment by guests counts when your employer fails to act. Nevada law covers employers with 15+ employees; deadlines are strict.
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.
$23.5 million
150 women · Sexual harassment (multi-plaintiff)
$1 million
a group of women · Sexual harassment (multi-plaintiff)
$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)
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 window is 300 days, and the agency takes complaints ONLINE ONLY. Paper or walk-in filings won't be accepted.
- After a right-to-sue notice: just 90 days to sue, a hard, easily-missed deadline.
- Nevada's overall limitation: no suit more than 180 days after the act OR 90 days after the notice, whichever is LATER, tolled while a NERC/EEOC complaint is pending. The interplay is genuinely confusing; get advice early.
- Nevada requires 15+ employees, smaller employers may leave only creative claim routes; don't assume, ask.
- Seasonal and convention workers: the clock runs from the harassment, not the end of your gig.
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.
- Restaurant, Las Vegas Strip EEOC v. KVP, LP dba Bouchon Restaurant (D. Nev.): $2 million settlement (2026) of allegations that supervisors and coworkers at the Las Vegas restaurant subjected employees to repeated sexual advances, comments, and physical contact, and that complaints brought retaliation instead of correction. 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 sexual harassment 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 everything, shift logs, names of guests/supervisors, security reports, union grievances if applicable.
- 2File with the Nevada Equal Rights Commission within 300 days, ONLINE ONLY at mynerccomplaint.nv.gov (the Las Vegas office at 7220 Bermuda Rd can help by phone: 702-486-7161).
- 3Or file with the EEOC within 300 days at 333 Las Vegas Blvd South, Suite 5560, charges dual-file between NERC and EEOC.
- 4If NERC issues a right-to-sue notice (or your complaint is pending 180+ days, on request): 90 days to file in the Eighth Judicial District Court at the Regional Justice Center, 200 Lewis Ave.
- 5Nevada incorporates the federal Title VII remedy scheme, back pay, reinstatement, and compensatory/punitive damages subject to federal caps.
Sexual-harassment information in other Nevada cities
View all Nevada sexual harassment locations →Asked by Las Vegas workers.
I'm a cocktail server on the Strip and casino guests grope and proposition me. Can my employer be liable for harassment by customers?
Yes, when the casino knows or should know and fails to act. The EEOC has specifically named tipped, customer-facing work as a harassment risk factor because workers fear losing tips by objecting. Report incidents to security and your supervisor in writing; that knowledge is what triggers the employer's duty.
Casino HR ignored my complaint about my pit boss. How long do I have to file?
300 days from the harassment to file with the Nevada Equal Rights Commission (online only) or the EEOC. HR inaction doesn't pause the clock, if anything, it strengthens your case while the window shrinks. Don't wait on internal processes that aren't moving.
I work at a small off-Strip bar with 10 employees, does Nevada's law cover me?
Nevada's statute requires 15 or more employees, and federal Title VII has the same threshold. That doesn't necessarily mean nothing can be done, assault, battery, and other claims don't have employee minimums, but it makes early legal advice essential.
I'm a hotel housekeeper and a guest exposed himself while I was cleaning alone. What are my rights?
This is the EEOC's textbook example of isolated-workspace harassment risk. Report it immediately to security and your supervisor in writing. Your employer must take corrective action, and many Strip properties have panic-button policies precisely because of this pattern. Failure to protect you after notice is where liability begins.
I'm a temp hired through a staffing agency for convention season, who do I sue, the agency or the venue?
Potentially both. Nevada law covers employment agencies as well as employers, and convention-season staffing chains are exactly where accountability gets blurry. Name both in your complaint and let the law allocate responsibility.
Do I file with NERC or the EEOC in Las Vegas, and where are they?
Either, charges dual-file between them. NERC is online-only (mynerccomplaint.nv.gov; office at 7220 Bermuda Rd for phone help). The EEOC's Las Vegas office is at 333 Las Vegas Blvd South, Suite 5560. Same 300-day window either way.