Fired or punished for speaking up in Las Vegas?
Losing your job, hours or standing after you reported misconduct, took protected leave or exercised a workplace right may be unlawful.
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 wrongful termination can look like, and what the law calls it.
Not every unfair firing is unlawful. What matters is the real reason behind the decision, and whether that reason is one the law prohibits.
My reviews were fine for years. Then I raised a concern, and suddenly I was 'not a fit.'
The law calls it → potentially wrongful termination
- I was let go shortly after reporting a problem at work. The law calls it → possible retaliatory termination
- They didn't fire me outright, they made the job impossible until I quit. The law calls it → possible constructive discharge
- The stated reason for my firing doesn't match what actually happened. The law calls it → possible pretext for an unlawful termination
- After I reported a floor manager at a Las Vegas property, HR produced a guest complaint no one could show me. The law calls it → possible retaliation or retaliatory termination
These cover fired for an unlawful reason, fired after reporting misconduct, fired in breach of an agreement, pushed out instead of formally fired, retaliation for asserting workplace rights, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations, not client accounts.
On and off the Strip, Nevada law forbids firing workers for protected complaints and recognizes a court claim for terminations that violate public policy. A retaliation charge goes to the Nevada Equal Rights Commission or the EEOC within 300 days; the common-law wrongful-termination suit is generally due within two years; and once a Nevada right-to-sue notice issues, the lawsuit window narrows to about 90 days.
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.
My employer says I was fired for performance. Does that end the issue?
No. The stated reason is evidence, not the final answer. Timing, earlier reviews, shifting explanations, and how coworkers were treated can all show the real reason was retaliation.
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 retaliation, discrimination, and harassment results.
$370K
Individual plaintiff · judgment includes fees and costs · Title VII retaliation judgment
Final
$23.5M
Financial-services workforce · 150 women · Sexual harassment settlement
Final · Craig Ackermann served as second chair (prior-firm experience)
$15M+
Apparel industry · individual plaintiff · Gender pay and promotion discrimination
Jury verdict, subject to post-trial proceedings, statutory limits, and appeal. Not a settlement or a collected recovery.
$1.3M
Construction workforce · 19 Black workers · Racial harassment
Final
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, to file a retaliation charge with the Nevada Equal Rights Commission or the EEOC.
NERC, File a Complaint ↗Commonly, for a common-law wrongful-termination lawsuit in Nevada.
Typically, 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 retaliation law and wrongful termination in violation of public policy
NRS 613.340; Nevada public-policy tort
Primary source, NRS 613.340; Nevada public-policy tort ↗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.
- Casino incident-reporting systems create the employer's version of events within hours; your contemporaneous account needs to exist too.
- Union hospitality workers still need agency charges for statutory claims; the grievance alone preserves only the contract.
- Gaming-license worries keep some workers silent past every deadline; licensure and retaliation claims are separate issues.
- The two-year court window and the 300-day charge window protect different remedies, and losing either narrows the case.
- Ninety days after a right-to-sue notice is the shortest clock in the Nevada set and the least known.
Where do you file a wrongful termination 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 common-law tort proceeds in court. A related NRS 613 retaliation claim may use the NERC or EEOC charge process first.
The filing path, step by step
- 1Secure the hospitality paper trail while you can: schedules, tip records, incident reports, and the names of shift managers who knew about your complaint.
- 2File the retaliation charge with the Nevada Equal Rights Commission, which keeps a Las Vegas office, or with the EEOC's Las Vegas presence, within 300 days.
- 3The common-law wrongful-termination claim is filed in Clark County's Eighth Judicial District Court, generally within two years.
- 4Federal claims proceed at the Lloyd D. George federal courthouse for the District of Nevada's southern division.
- 5If a right-to-sue notice arrives, calendar roughly 90 days immediately; that window governs the lawsuit regardless of how strong the claim is.
Wrongful-termination information in other Nevada cities
View all Nevada wrongful termination locations →Asked by Las Vegas workers.
I reported a supervisor at a Las Vegas resort and was terminated for a 'guest complaint' nobody can produce. What now?
An unverifiable justification appearing right after protected activity is textbook pretext evidence. Preserve your report and ask for the complaint in writing.
How long do Nevada workers have to act?
Generally 300 days to charge with NERC or the EEOC, about two years for a common-law wrongful-termination suit, and roughly 90 days to sue after a right-to-sue notice.
Do back-of-house and contracted workers have the same rights as dealers?
Yes. Nevada's retaliation protections do not depend on role or visibility, and staffing-company placement adds defendants rather than removing rights.
Which courts handle Las Vegas cases?
The Eighth Judicial District Court in Clark County for state claims; the District of Nevada's Las Vegas courthouse for federal claims.