What Counts as Workplace Discrimination in Nevada?

Short Answer

Nevada’s equal-employment statutes cover discrimination, wage discussions, disability aids and service animals, retaliation, genetic testing, and limited exceptions for genuine job qualifications and other lawful practices.

More Detailed Guides on This Site

This page summarizes every related Chapter 613 section. For deeper treatment of the main employee-facing rules, start here:

What Each Nevada Law Covers

NRS 613.310: Who and what are covered

This section defines disability, employer, employment agency, labor organization, person, protective hairstyle, and race. Most covered employers have at least 15 employees for the required period.

NRS 613.320: Scope and exclusions

The equal-employment provisions generally do not cover employment outside Nevada and contain limited religious-organization exceptions, including a narrower exclusion for sexual-orientation and gender-identity provisions.

NRS 613.325: Disability regulations

The Nevada Equal Rights Commission may adopt regulations consistent with federal disability law addressing examinations and employer defenses.

NRS 613.330: Core discrimination protections

Covered employers, agencies, unions, and training programs may not discriminate based on protected traits. The law also protects many wage discussions, disability aids and service animals, and certain public-sector criminal-history procedures.

NRS 613.333: Lawful off-duty product use

An employer generally may not discriminate because an employee lawfully uses a product away from work during nonworking hours when it does not impair performance or coworker safety. The statute provides specific civil remedies.

NRS 613.340: Retaliation and discriminatory advertising

It is unlawful to retaliate against someone for opposing covered discrimination or participating in a proceeding. Job notices generally may not express a prohibited preference unless a narrow bona fide occupational qualification applies.

NRS 613.345: Genetic testing

Employers, agencies, and labor organizations generally may not request or require genetic tests or make employment or membership decisions based on genetic information.

NRS 613.350: Limited lawful practices

A genuine occupational qualification may justify certain otherwise protected distinctions in narrow circumstances. The section also addresses disability qualifications, age under 40, religious schools, bona fide benefit plans, and reasonable appearance standards.

NRS 613.370: National-security requirements

An employer may deny or end employment when a federal national-security requirement applies to the position and the individual does not satisfy it.

NRS 613.380: Neutral merit and production systems

Bona fide seniority, merit, production, location, and professionally developed ability-test systems may be used if they are not designed, intended, or used to discriminate.

NRS 613.385: Veteran preferences

A private employer may uniformly apply a policy preferring veterans or their spouses. NERC may review a complaint alleging the policy is not applied uniformly.

NRS 613.390: Reservation-related preference

The equal-employment provisions contain a limited exception for publicly announced Indian employment preferences used by certain businesses on or near a reservation.

NRS 613.400: No required preference to cure imbalance

The chapter does not require preferential treatment solely because a protected group is underrepresented in a workforce or training program.

Important Limits

Coverage, employer size, protected status, causation, and filing deadlines all matter.
A statutory exception is narrow and does not excuse pretextual discrimination.
Federal law may provide overlapping or broader rights.

Evidence That May Matter

Applications, reviews, discipline, and termination records
Comparators and workplace statements
Accommodation requests, complaints, and timing

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.