Nevada Employment Attorneys

At DearLegal, we connect you with experienced Nevada employment attorneys who handle NRS 613 discrimination, wage, retaliation, and wrongful-termination claims for workers across Las Vegas, Reno, Henderson, and North Las Vegas. Whether you're facing a casino-industry termination, a hospitality retaliation, or a non-compete dispute, we'll match you with the right attorney — at no cost.

File with the Nevada Equal Rights Commission (NERC) within 300 days of the discriminatory act. NERC has a work-share with the EEOC.

Race, color, religion, sex (including pregnancy and gender identity/expression), age (40+), national origin, sexual orientation, disability, and genetic information. Nevada was an early state to add sexual orientation, gender identity, and gender expression.

Limited. NRS § 613.195 (2021 reform) bans non-competes for workers paid solely on hourly basis (with limited exceptions). For other workers, must be reasonable in time, geography, and scope, and cannot impose undue hardship.

Nevada's minimum wage as of July 1, 2024 is $12.00/hour (no qualifying health benefits) or $11.25/hour (with qualifying health benefits). Tiers being harmonized.

Under NRS § 608.018, workers earning less than 1.5x the minimum wage are entitled to overtime at 1.5x for hours worked over 8 in a 24-hour period. All workers get overtime over 40 hours weekly. Many casino workers are eligible for daily overtime.

Yes. NRS § 608.0197 requires employers with 50+ employees to provide 40 hours of paid leave annually that can be used for any reason.

Not without legal review. NRS 613 and federal claims often remain valuable. ADEA releases (40+) require 21 days to consider and 7-day revocation.

Why Do You Need a Employment Attorney in Nevada?

Nevada Revised Statutes Chapter 613 prohibits employment discrimination based on race, color, religion, sex (including pregnancy and gender identity/expression), age (40+), national origin, sexual orientation, disability, and genetic information at employers with 15+ employees. Charges are filed with the Nevada Equal Rights Commission (NERC) within 300 days. Nevada is at-will with a public-policy exception (D'Angelo v. Gardner). Non-competes are restricted under NRS § 613.195 (2021 reform) — banned for workers paid solely on an hourly basis (with limited exceptions), must be reasonable, and must not impose undue hardship. Nevada minimum wage is $11.25/hour (tier-1 with health benefits) or $12.00/hour (tier-2 without) as of July 2024; legislative action will harmonize tiers. Nevada has Paid Leave statute NRS § 608.0197 (40 hours paid leave for any reason at employers with 50+ employees). Overtime governed by NRS § 608.018 (daily-overtime trigger for some).

When Do You Need a Employment Attorney in Nevada?

Our network includes Nevada employment attorneys who handle every kind of case, including:

Types of Employment Cases in Nevada

From the moment you connect with a Nevada employment attorney, they go to work protecting your claim. The most common case types we handle:

Missing the 300-day NERC filing deadline

Signing a severance release without consulting an attorney

Not pursuing Nevada daily-overtime claims when eligible

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Missing the 300-day NERC filing deadline

Signing a severance release without consulting an attorney

Not pursuing Nevada daily-overtime claims when eligible

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Common Nevada Employment Mistakes

Even a small misstep can hurt your case. Here’s what to avoid:

How Much Do Nevada Employment Attorneys Cost?

33%

Typical starting contingency fee — you pay nothing unless your attorney recovers compensation for you.

Nevada employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. NRS 613, Nevada wage and hour law, and federal employment statutes shift attorney fees to the employer when the worker prevails.

What Can Your Nevada Employment Compensation Include?

Back Pay

Lost wages and benefits from termination to judgment under NRS 613 and federal law. Uncapped.

Front Pay

Future lost earnings when reinstatement isn't feasible.

Compensatory Damages

Emotional distress and out-of-pocket losses. Federal Title VII / ADA cap $50K–$300K. NRS 613 caps damages similarly.

Punitive Damages

Available under NRS 613 and federal statutes. Nevada punitives subject to NRS § 42.005 cap.

Liquidated Damages

Nevada wage law: damages for unpaid wages and missed paid-leave. FLSA: doubles unpaid wages. ADEA: doubles back pay for willful violations.

Attorney Fees and Costs

Prevailing employees recover reasonable attorney fees under NRS 613, Nevada wage law, Title VII, ADA, ADEA, FLSA, and FMLA.

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DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Nevada Employment Attorneys

Why Do You Need a Employment Attorney in Nevada?

When Do You Need a Employment Attorney in Nevada?

Types of Employment Cases in Nevada

Common Nevada Employment Mistakes

How Much Do Nevada Employment Attorneys Cost?

What Can Your Nevada Employment Compensation Include?

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