Can I Sue for Being Fired After Refusing Illegal Conduct?

Short Answer

Common-law tortious discharge is a narrow Nevada claim. The employee must show that, in good faith, the employee refused conduct that violated a public policy identified by the court, or engaged in conduct favoring that policy; that the employer knew or should have known of those actions; and that the discharge was caused by those actions and violated Nevada public policy.

What Usually Matters

Did the employee take protected action tied to a recognized public policy?
Did the employer know about it?
Was the firing caused by that protected action?

Workplace Example

An employee refuses to falsify safety records and is fired soon afterward. If Nevada law recognizes that public policy, the employee must show the refusal caused the termination.

Important Limits

Nevada is generally an at-will state. Tortious discharge is a narrow exception.
The public policy must be identified by the court for the case.
Common-law wrongful-termination claims generally must be filed within two years under NRS 11.201.
If the Legislature already created a specific statutory remedy for the same conduct, a common-law claim may be unavailable.

Why Contact a Las Vegas Employment Attorney

Public-policy claims are technical and deadline-sensitive. A Las Vegas employment attorney can determine whether your facts fit a recognized policy or a statutory claim instead.

Jonathan D. Roven helps Nevada employees evaluate contracts, public-policy claims, retaliation, and damages. Early advice can protect evidence and filing deadlines.

Request a free consultation or call 702-605-5409.

Related Guides

This guide is for general informational purposes and is not legal advice. Nevada employment law changes, and deadlines and available claims depend on the facts. Contact a Las Vegas employment attorney about your situation.