Nevada Leave Laws




Vacation Leave

Nevada laws do not require employers to provide employees with vacation benefits, either paid or unpaid. Nev. Labor Commissioner FAQs.

An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment. See Nev. Labor Commissioner FAQs.



An employer may also lawfully establish a policy or enter into a contract disqualifying employees from payment of accrued vacation upon separation from employment if they fail to comply with specific requirements, such as giving two weeks notice or being employed as of a specific date of the year. See Nev. Labor Commissioner FAQs.

An employer is required to pay accrued vacation to an employee upon separation from employment if its policy or contract requires it. See Nev. Labor Commissioner FAQs.

An employer is not required to pay accrued vacation leave upon separation from employment if the employer’s established policy or employment contract is silent on the matter. See Nev. Labor Commissioner FAQs.

An employer may cap the amount of vacation leave an employee may accrue over time. See Nev. Labor Commissioner FAQs.

An employer may implement a “use-it-or-lose-it” policy requiring employees to use their leave by a set date or lose it. See Nev. Labor Commissioner FAQs.



Sick Leave

Nevada law does not require employers to provide employees with sick leave benefits, either paid or unpaid. If an employer chooses to provide sick leave benefits, it must comply with the terms of its established policy or employment contract. An employer does not need to pay an employee from accrued sick leave upon separation from employment, unless required by policy or contract.

An employer in Nevada may be required to provide an employee unpaid sick leave in accordance with the Family and Medical Leave Act or other federal laws.



Holiday Leave

Nevada law does not require private employers to provide employees with either paid or unpaid holiday leave. In Nevada, a private employer can require an employee to work holidays. A private employer does not have to pay an employee premium pay, such as 1½ times the regular rate, for working on holidays, unless such time worked qualifies the employee for overtime under standard overtime laws. If an employer chooses to provide either paid or unpaid holiday leave, it must comply with the terms of its established policy or employment contract.

State holidays

Visit our Nevada State Holidays page for a list of holidays recognized and observed by the state of Nevada as well as information regarding state laws governing holiday leave for public employers and employees.



Jury Duty Leave

An employer is not required to pay an employee any wages for time spent complying with a jury summons or serving on a jury.

An employer may not discharge an employee or threaten an employee with discharge for responding to a jury summons or serving on a jury.

An employer may not require an employee responding to a jury summons or serving on a jury to:

  • use sick leave or vacation time; or
  • work:
    • within eight (8) hours before the time at which he is to appear for jury duty; or
    • between 5:00 p.m. on the day of his appearance for jury duty and 3:00 a.m. the following day, if his service has lasted for four (4) hours or more on the day of his appearance for jury duty, including his time going to and returning from the place where the court is held.

Nevada Stat. 6.190



Voting Leave

Nevada law requires employers to provide paid voting leave to employees for whom it is impractical to vote before or after work, as follows:

  • One (1) hour – if the voting place is two (2) miles or less from the employee’s workplace;
  • Two (2) hours – if the voting place is more than two (2) miles but not more than ten (10) miles from the employee’s workplace;
  • Three (3) hours – if the voting place is more than ten (10) miles from the employee’s workplace.

The employer may require employees to request leave prior to the day of the election. The employer can set the time for leave to vote to minimize the impact on business operations.

An employer who violates this law is guilty of a misdemeanor – up to 180 days jail or $1,000 fine or both.

NV Rev. Stat. 293.463



Bereavement Leave

Nevada law does not require employers to provide employees bereavement leave or leave to attend funerals. Bereavement leave is leave that is taken by an employee due to the death of another individual, usually a close relative. Employers may choose to provide bereavement leave and may be required to comply with any bereavement policy or practice they maintain.