If you are being harassed at work and it has not stopped, you have rights under both Nevada and federal law - and a deadline that is shorter than most people realize. You generally have to act within 300 days of the last incident. The Reno employment lawyers below handle workplace sexual harassment claims, most take them on contingency, and the first consultation is free and confidential.
Updated November 19, 202511 min readEditorially independent
Sexual harassment at work is illegal under Title VII of the federal Civil Rights Act and under Nevada law, and it covers more than the obvious. It includes unwanted advances, requests for sexual favors tied to your job (quid pro quo), and a hostile work environment created by pervasive comments, images, or conduct. It also covers retaliation - being demoted, cut in hours, or fired because you complained. If any of that describes your workplace, you may have a claim worth pursuing.
In Nevada, most claims run through an agency first. You can file with the Nevada Equal Rights Commission (NERC) or the federal EEOC, and the key deadline is strict: generally 300 days from the last incident of harassment. Miss it and a strong claim can vanish. That short window is the single biggest reason to talk to a lawyer early - even if you are not sure yet whether you want to file, knowing the deadline and preserving your evidence matters from day one.
Most of the firms below represent employees on contingency, meaning no fee unless they recover for you, though some handle harassment matters hourly (commonly $250 to $450) depending on the case. Almost all offer a free, confidential consultation. Before that call, write down dates, what was said or done, who witnessed it, and what you reported and to whom. Save emails, texts, and your handbook. The contemporaneous record is often what makes or breaks a harassment case.
How we picked these 7: We cross-referenced peer rankings and directories (Best Lawyers, Super Lawyers, Avvo, Martindale-Hubbell, Justia, Expertise.com, FindLaw) and each firm's own published practice pages. Every firm below appeared in at least two independent sources and has a verifiable Reno-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Mark Mausert, Attorney at Law
Reno, NV40 yearsFree consultation
Practice focus: Sexual harassment, hostile work environment, discrimination, retaliation
A Reno employment attorney with 40 years of practice who concentrates on harassment and hostile-work-environment cases, representing restaurant, casino, and warehouse workers across the Reno area. Covered by the Reno News & Review and listed on Justia and Avvo.
Why they made the list: A long-tenured local specialist in workplace harassment, a strong fit for service and hospitality workers given Reno's casino and restaurant economy.
Practice focus: Sexual harassment, employment discrimination, civil rights, retaliation
A Reno employment and civil-rights firm that pursues claims against employers including sexual harassment and discrimination under Title VII. Reachable at 775-853-9455. Listed on the firm site, Super Lawyers, and Justia.
Why they made the list: A dedicated employee-side firm for workers who want a civil-rights-minded advocate on a harassment or discrimination claim.
Practice focus: Sexual harassment, discrimination, wage and hour, class actions
A Reno employment firm representing employees since 1995, with dual Nevada and California licensing and experience in individual discrimination and harassment cases as well as large class actions. Listed on the firm site, FindLaw, and Avvo.
Why they made the list: A strong choice when a harassment claim overlaps with wage-and-hour issues or where a pattern affects multiple employees.
Practice focus: Sexual harassment, hostile work environment, discrimination, retaliation
An employee-side employment firm that has represented Reno workers in harassment matters, including former City of Reno employees who alleged the city failed to timely investigate sexual harassment claims. Listed on the firm site and employment directories.
Why they made the list: A fit for employees facing a large or institutional employer who want a firm experienced in pushing back on failures to investigate.
Practice focus: Sexual harassment, employment disputes, discrimination, retaliation
An employment team committed to protecting employee rights under Nevada and federal law, with a Reno employment practice. Listed on the firm site and Reno employment directories.
Why they made the list: A resourced trial firm for serious harassment claims that may need litigation muscle behind them.
Practice focus: Sexual harassment, hostile work environment, workplace retaliation
An employee-focused firm whose Reno sexual harassment lawyers offer a private, no-obligation initial consultation for workers facing harassment. Listed on the firm site and Nevada employment directories.
Why they made the list: A fit for workers who want a discreet, employee-only firm for a sensitive harassment matter.
Tell us what is happening at work and when it started, and we'll match you with a Reno sexual harassment attorney who can tell you whether you have a claim and how long you have to act. Free, confidential, no obligation.
How to choose between them in Reno
Watch the 300-day clock first. Most Nevada harassment claims require filing with NERC or the EEOC within 300 days of the last incident. Before you compare firms on anything else, ask each one whether your window is still open - it is the deadline that ends cases.
Pick someone who handles harassment specifically. Employment law is broad. You want a firm that regularly handles sexual harassment and retaliation, not one that touches it occasionally. Mark Mausert and the employee-side firms above concentrate here; ask how many harassment matters they have handled recently.
Preserve evidence before you call. Save emails, texts, photos, your handbook, and a dated written account of what happened and what you reported. The firms above will tell you what matters, but the contemporaneous record you keep now is often decisive later.
What sexual harassment help typically costs in Reno
Sexual harassment representation in Reno is usually priced to keep it accessible to employees:
Free consultation: Most firms above review your situation at no charge and confidentially, and tell you whether you have a viable claim.
Contingency fee: Many take harassment cases on contingency, commonly around a third of any recovery, paid only if you win or settle. Ask what happens to case costs if you lose.
Hourly fee: Some matters are handled hourly, roughly $250 to $450 in the Reno market, more typical where damages are uncertain or the goal is mainly to stop the conduct.
Costs: Filing fees, depositions, and experts are separate from the attorney fee. Confirm who advances them and whether you repay out of any recovery.
Because most firms offer a free first consultation, talk to two before you choose - compare both the fee arrangement and how seriously each takes your account.
How long it takes
A workplace sexual harassment claim in Nevada moves through stages, and the first deadline is the one that bites:
Agency charge: You generally must file with NERC or the EEOC within 300 days of the last incident. This step usually comes before any lawsuit for harassment and discrimination claims.
Investigation: The agency reviews the charge and may try to resolve it. This commonly takes several months and can end with a right-to-sue letter.
Lawsuit: If it is not resolved, your lawyer can file suit. Discovery, motions, and settlement talks typically run a year or more.
Resolution: Many harassment cases settle. Those that go to trial take longer, and outcomes depend on the evidence, the witnesses, and the judge.
Red flags to watch for when hiring a sexual harassment lawyer in Reno
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a win, a number, or a court ruling, walk away.
The disappearing senior partner. You meet a named partner at intake, then never hear from them again while an unsupervised junior runs the file. Ask in writing who handles your matter day to day.
Pressure to sign on the spot. Reputable firms give you the engagement letter in writing and time to read it. High-pressure intake is a volume-mill signal.
No verifiable track record. Look for named results, peer rankings, board certifications, or bar recognition — not "we have helped thousands of clients."
Vague fees. Every legitimate firm will put the fee structure, what is covered, and what triggers extra charges in a written engagement letter.
10 questions to ask in your free consultation
Most of the firms on this list offer a free or low-cost initial call. Use it. Bring a written list and write down the answers, then compare across two or three firms before you sign anything.
Who, specifically, will handle my matter day to day? Get a name and a direct email, not just the firm.
How many matters like mine have you handled in the last three years? You want a number, not a brochure line.
What is your fee, and what does it cover? Get the structure in writing before you sign.
What out-of-pocket costs am I responsible for, and when? Filing fees, records, and experts add up - ask now.
What is the realistic range of outcomes? A good lawyer gives a range; a weak one promises the high end.
How long will this take? An honest estimate, with the assumptions stated.
What is my deadline, and is it at risk? Many sexual harassment matters carry hard filing deadlines.
How often will I hear from you? Set the communication cadence now.
What can I do to help my own case? The best lawyers will give you homework.
What is the worst-case outcome? A lawyer who refuses to discuss downside risk is selling you something.
What to bring to your Reno consultation
You will get more out of the first call if you arrive organized. For most sexual harassment matters, gather:
A short written timeline. Dates, names, and what happened, in order.
The key documents. Any contracts, letters, agreements, court orders, or filings you have received.
Your correspondence. Relevant emails, texts, or messages - and do not delete anything.
Any deadlines you know about. A court date, a signing deadline, or an agency notice.
Your questions. The 10 above are a good place to start.
If you are not sure whether something is relevant, bring it anyway. It is easier for a lawyer to set aside what does not matter than to chase down what you left at home.
Talk to a vetted Sexual Harassment attorney in Reno
Tell us about your situation. We'll match you with one of these firms or a similar one. Free, confidential, no obligation.
Frequently asked questions about sexual harassment lawyers in Reno
What counts as sexual harassment at work in Nevada?
It includes unwanted sexual advances, requests for favors tied to your job, and a hostile work environment created by pervasive comments, images, or conduct. It also covers retaliation for complaining. A single severe incident or a pattern of smaller ones can both qualify, and a Reno employment lawyer can tell you which fits your situation.
How long do I have to file a harassment claim?
Short and strict. You generally must file a charge with the Nevada Equal Rights Commission or the EEOC within 300 days of the last incident of harassment. Missing the deadline can end an otherwise strong claim, which is why lawyers urge you to call early - even before deciding whether to file.
How much does a sexual harassment lawyer cost in Reno?
Often nothing up front. Many Reno firms take harassment cases on contingency, charging roughly a third of any recovery only if you win. Some handle matters hourly, commonly $250 to $450. Almost all offer a free, confidential first consultation.
Do I have to report it to HR before I get a lawyer?
Not necessarily, but reporting through your employer's process can matter to the case, and so can how the employer responds. Talk to a lawyer first if you can - they can advise you on how to report in a way that protects you and preserves your claim.
Can I be fired for complaining about harassment?
No. Retaliation for reporting harassment - firing, demotion, cut hours, or a hostile shift in treatment - is itself illegal under Nevada and federal law, and retaliation claims are common and often strong. If it happens, document it and tell your attorney immediately.
What can I recover in a harassment case?
Depending on the facts, recovery can include back pay and lost wages, emotional distress damages, and sometimes punitive damages and attorney fees. The realistic range depends on the severity, the employer's conduct, and your losses. Ask your lawyer for a candid estimate for your situation.
Will my employer find out I talked to a lawyer?
An initial consultation is confidential. Nothing is filed or disclosed simply because you spoke with an attorney. A good Reno firm will walk you through your options privately before any step that would involve your employer.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many matters like mine have you handled in the last three years? The answer tells you a lot. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee.
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