Nevada Prohibits Discrimination Based on 10 Protected Characteristics
Nevada law, specifically NRS 613, broadly prohibits discrimination in employment based on a comprehensive list of protected characteristics, including race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, and pregnancy. Employers with 15 or more employees must adhere to these protections in all aspects of employment.
NRS 613 Anti-Discrimination
Nevada anti-discrimination protections — race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, pregnancy. 15+ employee employer threshold.
What these rules do as a Nevada shift is created.
Teambridge integrates anti-discrimination safeguards directly into the employment lifecycle, from hiring to termination. Our system flags potential issues and provides actionable insights to ensure compliance with NRS 613, proactively preventing discriminatory practices.
Block Discriminatory Actions
Teambridge's algorithms analyze hiring criteria, promotion paths, and termination reasons against protected characteristics, blocking actions that could be construed as discriminatory under NRS 613.
Flag Disparate Impact
Our system continuously monitors employment data for patterns that may indicate disparate impact on protected groups, alerting administrators to potential systemic discrimination even if no overt intent is present.
Avoid Retaliation
Teambridge ensures that employees who raise discrimination concerns are protected from retaliation. Any adverse employment action following a complaint is automatically flagged for review, helping employers avoid violations of anti-retaliation provisions within NRS 613.
Get Nevada compliance on autopilot.
Teambridge handles the complexity of state labor laws, so you can focus on your business.
Nevada law prohibits discrimination in employment based on specific protected characteristics.
Nevada Revised Statutes (NRS) Chapter 613 outlines comprehensive prohibitions against discrimination in employment. This includes discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age (40 years or older), disability, national origin, and pregnancy. These protections apply to employers with 15 or more employees and cover all aspects of employment, from hiring and firing to compensation and benefits.
NRS 613.330: Unlawful employment practices.
1. It is an unlawful employment practice for an employer:
(a) To fail or refuse to hire or to discharge any person, or otherwise to discriminate against any person with respect to his or her compensation, terms, conditions or privileges of employment, because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, age, disability or national origin;
(b) To limit, segregate or classify employees in any way which would deprive or tend to deprive any person of employment opportunities or otherwise adversely affect his or her status as an employee, because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, age, disability or national origin;
(c) To discriminate against any employee or applicant for employment because he or she has opposed any practice made an unlawful employment practice by NRS 613.310 to 613.430, inclusive, or because he or she has made a charge, testified, assisted or participated in any manner in an investigation, proceeding or hearing under NRS 613.310 to 613.430, inclusive; or
(d) To print or publish or cause to be printed or published any notice or advertisement relating to employment by such an employer indicating any preference, limitation, specification or discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability or national origin.
2. The provisions of subsection 1 do not apply to:
(a) Any employer with fewer than 15 employees.
(b) Any bona fide private membership club, other than a labor organization, which is exempt from taxation under the provisions of section 501(c) of the Internal Revenue Code of 1986.
(c) A religious corporation, association or society.
(d) The employment of a person in a domestic service capacity.
Protected Characteristics and Scope
Nevada's anti-discrimination law is comprehensive, covering a broad array of characteristics. These include traditional categories like race, color, religion, national origin, age (40+), and disability, but also explicitly extend to sex, sexual orientation, gender identity or expression, and pregnancy. This broad scope ensures that a wide range of individuals are protected from unfair employment practices. Discrimination is prohibited in all aspects of employment, including recruitment, hiring, promotion, demotion, job assignment, training, compensation, benefits, and termination.
Employer Obligations and Enforcement
Employers with 15 or more employees must actively prevent and address discrimination. This includes establishing non-discriminatory policies, training employees and managers, and providing a clear process for reporting and investigating complaints. The Nevada Equal Rights Commission (NERC) is responsible for enforcing these provisions, investigating complaints, and seeking remedies for victims of discrimination. Teambridge's compliance system helps employers meet these obligations by embedding non-discriminatory checks into employment workflows.
Teambridge automatically enforces Nevada's anti-discrimination laws.
Teambridge integrates Nevada's anti-discrimination rules directly into your operational workflows, ensuring that every employment decision from hiring to termination is compliant with NRS 613. Our system provides real-time guidance and flags potential violations, transforming complex legal requirements into simple, automated actions.
Non-Discriminatory Job Postings & Screening
Teambridge reviews job descriptions and applicant screening criteria to ensure they do not inadvertently discriminate against protected classes. Our system can flag language that may be exclusionary or criteria that could lead to disparate impact.
Fair Evaluation and Advancement
During performance reviews and promotion considerations, Teambridge monitors for consistency in evaluation standards across all employees. It can highlight discrepancies that might suggest bias based on protected characteristics, ensuring equitable opportunities.
Disability and Religious Accommodation
Teambridge streamlines the process for managing reasonable accommodation requests for disabilities and religious practices, ensuring that employers meet their obligations under NRS 613 to engage in an interactive process and provide accommodations where feasible.
Just Cause & Consistent Application
When disciplinary actions or terminations occur, Teambridge verifies that policies are applied consistently and that decisions are based on legitimate, non-discriminatory factors, reducing the risk of wrongful termination claims under anti-discrimination statutes.