Do employers discriminate against victims? We address this question and present the findings of a field experiment on hiring discrimination against victims. Matched pairs of written job applications for fictitious victims and nonvictims were sent to 1,117 employers in various labor market sectors. The probability of receiving a job interview invite or a job offer from employers was then estimated. Differences in this probability between the victim and nonvictim applicants were interpreted as discrimination. Results show that victims had a significantly lower probability of receiving a job interview invite or a job offer from employers than nonvictims. The extent of discrimination varied with applicants sex and occupational characteristics.