Can a Nevada Employer Check My Credit?

Short Answer

Nevada employers generally may not demand or use an employee’s or applicant’s credit information unless a statutory exception makes the information relevant or legally authorized.

What Each Nevada Law Covers

NRS 613.520: Definitions framework

The employment-credit-check law uses specific definitions supplied in the following sections.

NRS 613.530: Consumer credit report

A consumer credit report is information from a consumer reporting agency bearing on a person’s creditworthiness, credit standing, or credit capacity.

NRS 613.540: Consumer reporting agency

The statute uses the consumer-reporting-agency definition found in NRS 686A.640.

NRS 613.550: Credit information

Credit information means credit-related information derived from or found in a consumer credit report; unrelated information does not become credit information merely because it appears in the report.

NRS 613.560: Covered employer

The credit-check law uses the broad employer definition from Nevada’s lie-detector statute.

NRS 613.570: General prohibition and retaliation

Unless an exception applies, an employer may not require, request, use, or ask about credit information or punish someone for refusing, for the report’s contents, or for exercising statutory rights.

NRS 613.580: Permitted credit checks

A credit check may be allowed when law authorizes it, the employer reasonably suspects illegal conduct, or the information is reasonably related to duties involving money, confidential data, management, law enforcement, personal information, financial institutions, or licensed gaming.

NRS 613.590: Employee lawsuit and deadline

An affected employee or applicant may seek appropriate relief, including hiring, reinstatement, promotion, lost wages, and benefits. A lawsuit generally must be filed within three years.

NRS 613.600: Labor Commissioner enforcement

The Labor Commissioner may impose penalties up to $9,000 per violation and seek injunctions and other appropriate relief.

Important Limits

The job-related exceptions are broad for financial, managerial, law-enforcement, data-access, and gaming positions.
Federal consumer-reporting law may impose separate notice and authorization duties.
A three-year limit applies to the Nevada statutory civil action.

Evidence That May Matter

Credit-check authorization and notices
The job description and actual duties
Adverse-action notices and communications

Why Contact a Las Vegas Employment Attorney

Chapter 613 mixes private lawsuits, agency complaints, criminal provisions, exceptions, and short deadlines. An attorney can identify which provision applies, preserve evidence, and choose the correct enforcement route.

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

Related Guides

This guide summarizes current NRS Chapter 613 for general informational purposes and is not legal advice. Statutes, regulations, and court decisions change, and the correct claim, remedy, and deadline depend on the facts. Read the official statute and contact a Nevada employment attorney about your situation.