Nevada Pregnancy Accommodation Rights

Overview

NRS 613.4353 to 613.4383, known as the Nevada Pregnant Workers’ Fairness Act, require a timely, good-faith interactive process when a female employee requests an accommodation for pregnancy, childbirth, or a related medical condition. Related conditions include lactation, gestational diabetes, preeclampsia, postpartum depression, and recovery from pregnancy loss.

Examples of Reasonable Accommodation

Modified equipment or seating.
Revised break schedules.
Private non-bathroom space to express milk.
Assistance with incidental manual labor.
Light duty or modified work schedules.
Temporary transfer to a less strenuous or hazardous position.

Employer Limits

An employer must prove undue hardship to refuse a reasonable accommodation. Employers generally may not force leave if another reasonable accommodation is available, or take adverse action because an employee requested or used an accommodation. A physician statement may be required in defined circumstances.

Practical Steps

Submit the accommodation request in writing.
Propose specific options that let you perform essential functions.
Document interactive-process meetings and any denial.

Key Statutes

NRS 613.4353 to 613.4383; NRS 608.0193.

Related Guides

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.