Are you owed pay from a Las Vegas job?
Unpaid overtime, missed meal or rest breaks, off-the-clock work and unreimbursed expenses may be unlawful. Retaliation after you asked about pay may be unlawful too.
If your workplace rights were violated, you may be able to pursue the wages you earned and, where the law provides, penalties and interest.
Not sure the math is off? You can request a review even without your pay records in hand.
What wage theft can look like, and what the law calls it.
Wage violations are usually quiet and routine, a timekeeping habit, a job title, a 'that's just how we do it.' What matters is whether you were paid what the law requires for the hours you actually worked.
I clock out when the schedule says, then keep working, because the work isn't done.
The law calls it → possible off-the-clock work
- I regularly work through breaks because there's no coverage. The law calls it → possible missed-break violation
- I'm salaried with a manager title, but I do the same work as the hourly crew. The law calls it → possible misclassification
- My hours changed after I asked about my pay. The law calls it → possible retaliation
- My shift clock starts at the table, but the count, the pre-shift meeting, and cashing out all happen before and after the time that gets recorded. The law calls it → possible off-the-clock work and unpaid overtime
These cover unpaid overtime, off-the-clock work, missed meal and rest breaks, misclassification (exempt or contractor), unpaid final wages, retaliation for raising pay issues, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations, not client accounts.
Most nonexempt Las Vegas employees must be paid for every hour worked. Nevada law adds overtime after forty hours in a week and, for workers paid below the statutory pay threshold, after eight hours in a day. Nevada also requires meal and rest periods, prompt final pay, and honest recordkeeping. Deadlines are short.
What could taking action help you recover?
Depending on the facts, legal action may help recover unpaid wages, address missed breaks and off-the-clock work, and correct the practice going forward. Available remedies depend on the facts and applicable law; no outcome is guaranteed.
Unpaid wages or overtime
Hours worked but never paid, including overtime premiums, may be recoverable for the statutory period.
Missed-break and off-the-clock pay
Compensation may be available for missed meal or rest periods and for work performed before or after the clock.
Expense reimbursement and related pay
Necessary work expenses, and wages tied to them, may be reimbursable depending on the state and the facts.
Statutory relief where applicable
Some claims carry interest, statutory amounts, or fee-shifting; which apply depends on the claim and jurisdiction.
You do not need complete pay records, or certainty that your paycheck was wrong, before asking what your options are.
Common concerns we hear from workers about pay
I do not have complete time records.
Employers generally must keep time and pay records. Missing records are common in these cases, and schedules, messages, badge data, and coworker accounts can help reconstruct hours.
I was paid a salary.
A salary or job title does not by itself make you exempt from overtime. Exemption generally depends on your actual duties and pay, not the label.
I signed an arbitration agreement.
An arbitration agreement can change where a claim is heard, not necessarily whether you have one. It is worth reviewing before assuming it closes the door.
I still work there.
You can ask questions while still employed. Retaliating against a worker for asserting wage rights may itself be unlawful.
Some of the work happened before or after my shift.
Time an employer knows or should know is being worked, including pre-shift and post-shift tasks, may be compensable.
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 →Selected wage-and-hour class and representative action results.
$17M
Health-care workforce · approximately 30,000 workers · Meal and rest break class action
Proposed settlement · preliminary approval granted
$16M
Health-care workforce · approximately 23,900 workers · Meal and rest break class action
Final approval
$14M
Grocery workforce · California · Rest break PAGA settlement
Final · co-lead counsel
$10.94M
Health-care workforce · approximately 11,600 workers · Meal break class action
Final approval
Prior results do not guarantee a similar outcome. Every case is different; the value and outcome of your matter will depend on its specific facts.
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, for common private Nevada wage actions.
Other claims and exceptions may have different or shorter deadlines. Contact counsel promptly so the applicable dates can be reviewed.
Full Nevada wage and hour law: deadlines, damages & agencies → Nevada law: deadlines & agencies →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.
- Each underpaid paycheck can start its own clock. Waiting does not just delay a case; it can push the oldest weeks of unpaid work outside the recoverable period.
- Many private Nevada wage claims run on a two-year limitation period, and the federal FLSA also uses two years, extended to three when a violation is willful.
- The Labor Commissioner's administrative claim process has its own intake window, separate from the deadline to file a lawsuit. Do not assume that using one route preserves the other.
- A salary, a manager title, or an independent-contractor agreement does not decide whether you were properly classified; the work actually performed and the governing legal test control.
- Final pay is time-sensitive in Nevada: wages are due immediately when you are discharged, and by the next payday or within seven days, whichever is earlier, when you resign.
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.
- Construction, Las Vegas Colvin Construction Inc. (D. Nev.): $550,000 consent judgment (2024) after the U.S. Department of Labor's Wage and Hour Division found the Las Vegas contractor avoided overtime by failing to combine all hours its employees worked. The judgment covered $275,000 in back wages and an equal amount in liquidated damages for 614 workers, plus $10,000 in penalties for willful violations. official source ↗
These are public government enforcement actions by the U.S. Department of Labor Wage and Hour Division or the state labor agency, not this firm's cases. Agency and state filing routes for Las Vegas follow below.
Where do you file a wage and hour claim in Las Vegas?
Nevada Office of the Labor Commissioner
Las Vegas Office3340 West Sahara Avenue
Las Vegas, NV 89102
(702) 486-2650
The Nevada Labor Commissioner investigates nonpayment of wages, minimum-wage, overtime, and prevailing-wage complaints. Wage claims and complaints may be submitted through the agency's online portal.
State wage-claim filing →U.S. Department of Labor, Wage and Hour Division, Las Vegas District Office
Serves the Las Vegas metropolitan area and southern Nevada, including Clark County.
333 Las Vegas Blvd South, Suite 5520Las Vegas, NV 89101
(702) 388-6001 WHD complaint / inquiry form →
Eighth Judicial District Court (Clark County)
Regional Justice Center200 Lewis Ave
Las Vegas, NV 89155
The filing path, step by step
- 1Preserve schedules, punch records, pay stubs, tip and service-charge records, written pay policies, texts about work before or after a shift, and your own best estimate of the hours you actually worked.
- 2For a Nevada wage claim, use the Office of the Labor Commissioner's claim process at labor.nv.gov or the Las Vegas office at 3340 West Sahara Avenue. State law (NRS Chapter 608) covers unpaid wages, overtime, meal and rest periods, and final pay.
- 3For a federal minimum-wage or overtime concern, contact the U.S. Department of Labor Wage and Hour Division through its online complaint form, by phone, or through the Las Vegas District Office at 333 Las Vegas Blvd South, Suite 5520.
- 4Nevada and federal wage routes have different coverage rules, remedies, and clocks. A lawyer can determine whether an agency claim, an individual court case, or a collective or class action fits the pay practice affecting you and your coworkers.
Wage-and-hour information in other Nevada cities
View all Nevada wage and hour locations →Asked by Las Vegas workers.
I work more than eight hours some days at my Las Vegas job. When does Nevada overtime start?
It depends on your pay rate. Nevada uses a two-tier rule: overtime is owed after forty hours in a workweek for most employees, and also after eight hours in a single workday for employees paid below the statutory pay threshold. Your rate determines whether the daily rule applies to you.
Do I get breaks working a full shift on the Strip?
Generally yes for covered nonexempt employees. Nevada provides a thirty-minute meal period for a continuous eight-hour shift and a paid ten-minute rest period for each four hours worked, subject to the governing rules and exceptions. Keep records of shifts where a break was missed or interrupted.
I quit my casino job. When is my last paycheck due in Nevada?
When you resign, Nevada requires final wages by your next regular payday or within seven days, whichever is earlier. If you are discharged, your wages are due immediately. Late final pay can carry additional penalties.
Should I contact the Nevada Labor Commissioner or the U.S. Department of Labor?
The Nevada Office of the Labor Commissioner enforces state wage law under NRS Chapter 608, while the U.S. Department of Labor Wage and Hour Division enforces the federal FLSA. Some facts support both routes, but their coverage, remedies, and deadlines are not identical.
My tips are pooled and there's a service charge on banquets. Am I still owed the full minimum wage and overtime?
Likely yes. Nevada does not allow a tip credit, so tips cannot be used to reduce your minimum wage, and how service charges are handled can affect the regular rate used to calculate overtime. Save your tip and service-charge records.
Can one Las Vegas worker bring a wage case for the whole crew?
Sometimes. When one timekeeping, break, or classification practice affects workers the same way, a claim may proceed as a collective action under the FLSA or on behalf of a class, subject to the requirements for that procedure.