Can a Nevada Employer Make Me Take a Lie-Detector Test?
Short Answer
Private Nevada employers generally may not require or use lie-detector tests in employment decisions. Narrow polygraph exceptions apply to specific investigations and security or controlled-substance positions.
What Each Nevada Law Covers
NRS 613.440: Key definitions
The law broadly defines lie detectors and separately defines qualifying polygraphs and polygraphic examinations.
NRS 613.450: Government-employer exclusion
Nevada’s lie-detector provisions do not apply to the State or its political subdivisions.
NRS 613.460: Regulations and workplace notice
The Labor Commissioner may adopt regulations and must distribute a summary notice that covered employers must post.
NRS 613.470: No advance waiver
An employee generally cannot waive these statutory rights in advance; a signed settlement of a pending action or complaint is the stated exception.
NRS 613.480: Prohibited employer conduct
A covered employer generally may not require, request, use, or ask about lie-detector results or retaliate against someone for refusing a test, receiving a result, filing a complaint, testifying, or exercising statutory rights.
NRS 613.490: Employee lawsuit and deadline
An affected employee or applicant may seek appropriate legal or equitable relief, including hiring, reinstatement, promotion, lost wages, and benefits. A lawsuit generally must be filed within three years.
NRS 613.500: Labor Commissioner enforcement
The Labor Commissioner may impose penalties up to $9,000 per violation and seek court orders, hiring, reinstatement, promotion, lost wages, and benefits.
NRS 613.510: Narrow polygraph exceptions
Limited exceptions cover qualifying economic-loss investigations and certain security or controlled-substance positions. Detailed safeguards apply, and refusal or results cannot be the sole basis for adverse action.
Important Limits
- The exceptions apply to qualifying polygraphs, not every device labeled a lie detector.
- Detailed written notice, reasonable-suspicion, access, licensing, and record-retention conditions may apply.
- Public employment is excluded from this Nevada statutory scheme.
Evidence That May Matter
- Test requests, consent forms, and written investigation notices
- The examiner’s credentials and test type
- Discipline tied to refusal or results
Why Contact a Las Vegas Employment Attorney
Chapter 613 mixes private lawsuits, agency complaints, criminal provisions, exceptions, and short deadlines. An attorney can identify which provision applies, preserve evidence, and choose the correct enforcement route.
Request a free consultation or call 702-605-5409.
Related Guides
This guide summarizes current NRS Chapter 613 for general informational purposes and is not legal advice. Statutes, regulations, and court decisions change, and the correct claim, remedy, and deadline depend on the facts. Read the official statute and contact a Nevada employment attorney about your situation.