Facing sexual harassment at work can feel overwhelming, isolating, and emotionally draining. Regardless of your gender identity, whether you’re a woman, man, or non-binary, it’s completely normal to fear retaliation, judgment, or not being taken seriously. But know this: your experience is valid, and Nevada law protects your right to speak out and seek justice.
You have every right to report harassment without risking your job if you were harassed through comments, gestures, messages, or pressure from a coworker, supervisor, or anyone else on the job.
At Ace Law Group, we help workers in the metro Las Vegas area, including Summerlin, Henderson, and throughout Clark County, take action, defend their rights, and put a stop to unlawful behavior.
Call now at 702-570-9179 or send us a message for a free private consultation. We will review your case, explain your rights, and help you move forward.
Not Sure Where to Start? We’ll Walk You Through ItKey Takeaways From the Blog
- Sexual harassment is illegal under Nevada and federal law, and all employees are protected regardless of gender.
- Document everything, including dates, behavior, messages, and witness accounts.
- Report internally first, then file with NERC (300 days) or EEOC (180 days) if no action is taken.
- Retaliation is unlawful, including firing, demotion, or isolation after a report.
- A lawyer can help you file complaints, stop retaliation, and protect your job.
Step-by-Step Guide to Report Sexual Harassment at Work in Las Vegas
Reporting sexual harassment can feel intimidating, especially when you’re unsure of what to expect. But you don’t have to face it alone. If you’re working in Las Vegas, both Nevada and federal laws are designed to protect you, but how you document what happened and the steps you take next can make a big difference
That’s why we’ve outlined each step in a clear and simple way—to help you feel confident, informed, and empowered to speak up and safeguard your rights.
1. Document Exactly What Happened
Document workplace harassment as soon as possible. Use a personal journal, a secure notes app, or a password-protected private document. Be sure to record the date, time, location, details of what was said or done, and who witnessed it.
Describe everything in detail: verbal remarks, physical contact, or digital messages. If anything was shown visually, such as images or body language, include that too. This written record is the foundation of your evidence.
Even if you are unsure whether it was serious enough, write it down. Details bring clarity, and facts give your report the weight it needs.
2. Gather Any Supporting Evidence
Your statement matters, but supporting proof strengthens your case. Save anything tied to the harassment: emails, text messages, communication logs, images, screenshots, performance evaluations, or HR memos.
Ask witnesses to write down what they saw if someone was present during the incident. Keep copies of any evaluations that were declined after you rejected advances or submitted a report. These patterns help prove retaliation and connect your experience to the employer’s response.
3. Review Your Workplace’s Harassment Policy
Review your employee handbook or HR portal for your company’s harassment policy. Nevada law requires every employer to establish a reporting process, even if they have only a few employees.
Look for details about who receives complaints, how investigations are handled, and what deadlines apply. Written policies often list response timelines and next steps. Even if your workplace does not have a written policy, your rights are still protected. Nevada statutes (NRS 613.330 and 613.340) require employers to address harassment, no matter their internal procedures.
4. Report the Harassment Internally
Follow your company’s internal process by making a formal report to HR, your manager, or the person named in the policy. Submit the report in writing and include exact details: what happened, when, where, and who was involved.
Be specific and professional. Avoid vague terms like “he was inappropriate” and instead describe the exact language or behavior. Keep a copy for your records and ask for written confirmation that your report was received.
Making this internal report is legally important. It shows you gave your employer a fair chance to correct the issue. If they fail to act, your documented effort helps support your claim under Nevada law.
5. File a Formal Complaint Externally (If Needed)
When your employer fails to act or retaliates after your internal report, you have the right to file a formal complaint with a government agency. In Nevada, this means contacting the Nevada Equal Rights Commission (NERC) or the federal Equal Employment Opportunity Commission (EEOC).
NERC accepts complaints up to 300 days from the date of harassment. EEOC accepts them up to 180 days. Filing with NERC automatically triggers a dual filing with the EEOC, so your rights stay protected under both state and federal law.
Once submitted, these agencies may open an investigation, offer mediation, or issue a right-to-sue letter. That letter gives you the legal clearance to file a lawsuit if necessary. Missing the filing deadline can prevent your case from moving forward, so act promptly.
6. Consider Talking to a Lawyer
Getting legal guidance early gives you the strongest chance to protect your rights. At Ace Law Group, we help workers like you document harassment clearly, avoid common missteps, and take smart legal action from the very beginning. Our team will help prepare your complaint, stop retaliation, and represent you in hearings or court.
You do not pay unless we win your case, and your consultation is completely free. Every conversation is confidential and focused on your needs, not pressure or sales tactics.
Call 702-356-0314 or message us now. You deserve to feel safe at work, and we are here to help make that happen.
Your Employer Has Responsibilities—We’ll Make Sure They ActLegal Definition of Workplace Sexual Harassment in Nevada
Under Nevada law (NRS 613.330), workplace sexual harassment includes any unwanted sexual behavior that interferes with your ability to work or creates a hostile work environment. This can involve sexual comments, messages, physical contact, or gestures tied to your sex or gender.
When Does Sexual Harassment Qualify as a Legal Claim?
For a claim to qualify legally, three things must be true:
- The behavior was unwelcome, the one you didn’t invite or accept it.
- It was sex-based, not just general rudeness.
- It was either severe, like groping, or a threat, or pervasive, meaning it happened repeatedly and made your workplace feel unsafe.
How Nevada and Federal Laws Protect You
Both Nevada and federal laws protect workers from harassment, but they apply differently depending on your workplace. Federal law (Title VII) only covers businesses with 15 or more employees. Nevada law protects you even if your workplace has just two.
And when you file with the Nevada Equal Rights Commission (NERC), your complaint is automatically shared with the EEOC, so your rights are protected under both laws.
What Behavior Qualifies as Sexual Harassment at Work?
Sexual harassment often starts with behavior that feels uncomfortable, disrespectful, or out of place, but gets dismissed or downplayed. You do not have to wait for it to become physical or escalate before it counts.
- Verbal harassment includes repeated flirting, sexual jokes, comments about your looks, or suggestive questions, whether said aloud, sent in texts, or posted in chat apps. These statements often come with a smile, but the impact is still real.
- Non-verbal behavior includes intense staring, licking lips, blowing kisses, or sharing sexual images, either directly or in shared office spaces. This kind of conduct is used to intimidate or unsettle, even without words.
- Physical harassment ranges from brushing too close to outright groping. It includes blocking doorways, unnecessary touching, or “accidental” contact that happens too often to be a mistake.
Intent does not excuse it. Whether someone says they were joking or “did not mean anything by it,” your experience is what matters. If it changes how safe you feel at work, it is time to take it seriously.
You are not alone, and you are not overreacting. These behaviors qualify for legal protection, and our attorneys can help you act before the situation worsens.
Workplace Abuse in Nevada? We’ll Help You Take ActionTypes of Sexual Harassment: Quid Pro Quo vs. Hostile Work Environment
Sexual harassment is legally classified in two ways: quid pro quo and hostile work environment. Each has different patterns, but both violate your rights under Nevada and federal law. Recognizing the type of harassment you’re experiencing helps determine how to report it and what evidence matters most.
| Factor | Quid Pro Quo | Hostile Work Environment |
|---|---|---|
| What It Involves | A manager or supervisor demanding sexual favors for promotions, raises, or job security. | Repeated or serious jokes, comments, touching, or visuals that make work feel hostile. |
| Who’s Responsible | Always someone in a position of power: supervisor, executive, or team lead. | Can be anyone at work: coworker, manager, client, or vendor. |
| Frequency Required | Even one incident qualifies. | Must be severe or happen often enough to affect your ability to work. |
| Connection to Your Job | Tied directly to job benefits or threats. | Doesn’t have to be tied to job status; focus is on workplace environment and mental impact. |
| Common Examples | Example: “Go out with me, or you won’t get the raise.” | Example: Daily sexual jokes, constant staring, or ignored complaints about physical contact. |
Real Case Result: Quid Pro Quo & Hostile Work Environment
Our client was sexually harassed by the president of her company for more than two years. When she found the courage to report it, the company called her a liar, retaliated against her, and ultimately terminated her employment. She felt isolated, betrayed, and unsure of what to do next.
She came to us during one of the most difficult moments in her life. Our experienced lawyers took immediate action, exposed the company’s failure to protect her, and brought her case to trial. The jury awarded her $1.499 million.
Don’t wait years to be heard if you have experienced harassment. Every day in silence is one more day without justice. Call us now. We will listen, we will act, and we will fight for you.
Call Now to Protect Yourself and Start the Reporting ProcessCommon Examples of Workplace Sexual Harassment
Sexual harassment does not always look obvious, and it does not always happen face-to-face. We have seen it happen in offices, over Zoom, and even through company communication channels. If the behavior makes your workplace feel uncomfortable or threatening, it may be illegal, and you have the right to act.
Here are clear examples we often see in Nevada workplace cases:
- Verbal harassment: Sexual jokes, repeated flirtation, or inappropriate comments about your appearance or body.
- Written or digital harassment: Inappropriate emails, texts, DMs, or workplace messages, especially crude jokes, sexual images, or repeated unwanted messages.
- Non-verbal harassment: Staring, gestures, body language, or showing suggestive content around you.
- Physical harassment: Any unwanted touching, like brushing against you, blocking your path, or groping.
- Work-from-home harassment: Inappropriate messages or behavior during video calls, in chat apps, or after-hours communication tied to your job.
The law does not require these acts to happen inside a physical office. If the behavior is work-related and affects your ability to feel safe or do your job, it matters legally.
When to Talk to a Workplace Harassment Lawyer
If you reported harassment and your employer dismissed it, ignored it, or took no action, that response may already violate the law. You do not have to stay silent or guess whether what happened was legal; we will inform you of your rights and advise you on the next steps to take.
Even if you are unsure what your next move should be, you don’t have to figure it out alone. We offer free, private consultations. You bring the details, we will review what happened, explain your rights, and walk you through every option.
Now is the time to talk if you are questioning your employer’s response. We will provide you with straightforward answers and the support to act on them.
What a Sexual Harassment Lawyer Can Do for You
A sexual harassment lawyer helps you take action safely, strategically, and without risking more than you already have. From the moment you contact us, we focus on protecting your job, your well-being, and your future. You don’t need to build the case alone. We handle the legal pressure, so you can focus on moving forward.
The sooner you speak with a lawyer, the sooner you protect your job, your peace of mind, and your legal rights.
Your Legal Rights After Workplace Sexual Harassment
You have legal protection under both federal and Nevada law. If you’ve been harassed, the law is on your side, regardless of your role or company size.
- You can report sexual harassment without fear of punishment.
- You are protected under Title VII if your employer has 15 or more employees.
- Nevada law covers you under NRS 613.330 / 613.340, even if your company has just 2 employees.
- You have the right to file a complaint with the Nevada Equal Rights Commission (NERC) or the EEOC.
- Your employer cannot retaliate by firing you, demoting you, or isolating you after you speak up.
- If they retaliate, you can file a separate legal claim to hold them accountable.
Why Choose Ace Law Group for Legal Support
When you are facing harassment, retaliation, or discrimination at work, you deserve a legal team that treats your case like it matters because it does. At Ace Law Group, we represent employees across Nevada with one goal: to protect your rights and deliver real results.
Our team combines extensive legal expertise with a proven track record of success in sexual harassment and employment law cases. We don’t just understand the law; we know how to use it to fight back and win.
Frequently Asked Questions About Workplace Sexual Harassment
Yes, you can report sexual harassment anonymously. But anonymity can make it harder for your employer to investigate fully. If possible, share enough detail to help them take meaningful action while protecting your privacy.
Yes. Both Title VII and Nevada law define sexual harassment as a form of sex-based discrimination. That means it’s illegal, and you can file a formal complaint.
If the harasser is your supervisor or coworker, document every incident in detail and follow your employer’s reporting process. Submit a written report to HR or a higher-level manager. If the company fails to act, you may have grounds for legal action.
Reporting sexual harassment cannot legally impact your job or career. If your employer retaliates by firing, demoting, isolating, or giving unfair reviews, you may have a legal claim under state or federal law.
Speak with a Sexual Harassment Lawyer Today
Do not wait if you are facing sexual harassment at work. Our team at Ace Law Group offers confidential consultations to help you understand your rights and legal options, without pressure.
We will review what happened, explain your protections under Nevada and federal law, and walk you through the next steps. You don’t pay us unless we win. Whether you’re ready to take action or just need honest guidance, we’re here to help.
Call 702-356-0314 or message us now. You deserve to feel safe, heard, and supported at work, and we are here to make sure your voice counts.