Nevada Leave for Domestic Violence or Sexual Assault

Overview

After 90 days of employment, an eligible employee may take up to 160 hours of leave in one 12-month period if the employee or a covered family or household member is a victim of domestic violence or sexual assault and the employee is not the alleged perpetrator.

Permitted Uses

• Diagnosis, care, or treatment of a related health condition.
• Counseling or assistance.
• Court proceedings.
• Safety planning.

Leave may be paid or unpaid and may be used consecutively or intermittently within 12 months after the act occurred.

Employer Rules

Employers may require supporting documentation such as a police report, protection-order application, victim-services affidavit, or physician documentation. That documentation is confidential. Employers may not require a replacement worker or retaliate for using leave. After the initial leave, employees generally must give at least 48 hours’ advance notice of additional leave.

Practical Steps

• Document eligibility dates and leave hours used.
• Provide only the documentation needed to support the leave request.
• Ask HR to keep records confidential and separate from ordinary personnel files.

Key Statutes

NRS 608.0198.

Related Guides

• Paid leave
• Retaliation
• Wrongful termination

This guide is for general informational purposes and is not legal advice. Nevada employment statutes and regulations change, and the correct procedure and deadlines depend on the facts of each matter. Contact an attorney for advice about your situation.