Am I Protected for Reporting My Employer to the Government?

Short Answer

For this type of common-law whistleblower claim, the employee must prove that the employee reported the employer’s unlawful conduct to an outside governmental agency, reasonably and in good faith believed the conduct was unlawful, the employer knew of the report, and the employer discharged the employee because of the report.

What Usually Matters

The key issues are the report, the employee’s good-faith belief, the employer’s knowledge, and whether the report caused the firing.

Workplace Example

An employee reports wage theft or safety violations to a state agency. Management learns of the complaint and fires the employee shortly afterward. The timing and other evidence may show whether the report caused the discharge.

Important Limits

This common-law theory generally requires reporting to an outside governmental agency, not only to a supervisor.
Separate Nevada statutes may protect other kinds of whistleblowing; those claims have their own rules.
The protected report must be a cause of the discharge, not merely background noise.
File promptly. Common-law wrongful-termination claims are generally subject to a two-year deadline.

Why Contact a Las Vegas Employment Attorney

Choosing where and how to report can affect your legal protection. An employment attorney can help you document the report and evaluate both common-law and statutory retaliation claims.

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.