Sample Letter Requesting a Pregnancy Accommodation in Nevada

Nevada has its own pregnancy accommodation statute — the Nevada Pregnant Workers' Fairness Act at NRS 613.4353 and following — with notice requirements and an interactive process of its own. This template is written to it.

When to Use This Letter

Use this letter during pregnancy, or after childbirth, when a workplace adjustment would let you keep working safely.

Limits on lifting, climbing, or prolonged standing
More frequent or longer breaks, or access to water and seating
A modified schedule, or time off for prenatal appointments
Temporary transfer to a less strenuous or hazardous position
Space and break time to express breast milk after returning to work

What Nevada Law Says

Nevada's pregnancy accommodation framework appears at NRS 613.4353 through NRS 613.4383. It generally requires covered employers to provide reasonable accommodations for conditions relating to pregnancy, childbirth, or a related medical condition, absent undue hardship, and to engage in an interactive process with the employee. It also addresses notice obligations and prohibits retaliation for requesting an accommodation.

Separately, NRS 608.0193 generally requires reasonable break time and a private space that is not a bathroom for employees to express breast milk. Federal law adds the Pregnant Workers Fairness Act and, where pregnancy-related conditions qualify, the ADA. Title VII prohibits pregnancy discrimination.

Because more than one statute may apply, a written request that describes the limitation and the accommodation is more useful than one that tries to cite the right law.

Sample Letter You Can Adapt

Replace the highlighted placeholders with your own facts, and delete anything that does not apply. Keep the tone factual rather than angry — assume this letter will later be read by human resources, an outside investigator, a state agency, or a judge.

Pregnancy accommodation request

[Your name]
[Your job title and department]
[Date]

To: [HR representative name and title]
Re: Request for pregnancy-related accommodation

Dear [Name],

I am requesting a reasonable accommodation for a condition relating to
[my pregnancy / childbirth / a related medical condition].

Limitation: [Describe functionally — for example: "I have been advised not to
lift more than 20 pounds" or "I need to avoid prolonged standing" or "I need
access to water and seating during my shift."]

Job function affected: [Identify the specific duty and when it arises.]

Accommodation requested: [Be specific — assistance with lifting over (weight) /
a stool at my station / (number) additional breaks per shift / a modified
schedule of (hours) / temporary transfer to (position) / time and a private,
non-bathroom space to express breast milk].

Expected duration: [through my expected due date of (date) / approximately
(time period) / until cleared by my provider].

With this accommodation I can continue performing the essential functions of my
position. I would prefer to keep working rather than take leave.

I have [attached / can provide] a note from my health care provider describing
the limitation and the accommodation needed. Please let me know what specific
documentation the company requires.

Please respond by [date]. If the accommodation I have described is not
workable, I am glad to discuss alternatives, and I ask that any denial be
provided in writing with the reasons and any alternatives the company can offer.

Sincerely,
[Your name]
[Phone and personal email address]

How to Send It and What to Keep

Send it to HR in writing and keep your own copy, even if you have already discussed it with a supervisor.

Copy your personal email address so the record is yours
Keep the provider note and any form the employer asked you to complete
Document each conversation in the interactive process with dates and names
Get any denial, delay, or alternative offer in writing

If you are told the only option is unpaid leave, ask in writing why the specific accommodation you requested cannot be provided. Being pushed onto leave when a workable adjustment exists is a recurring problem and is worth documenting at the time.

Mistakes That Weaken the Letter

Accepting leave as the only option without asking. Request the accommodation that keeps you working, and make the employer respond to it.
Providing more medical detail than necessary. Focus on the limitation and the adjustment.
Relying on a verbal conversation with a supervisor. Put it in writing to HR.
Not asking about lactation space before returning. NRS 608.0193 generally requires break time and a private, non-bathroom space; raise it in advance.
Letting a denial go undocumented. Ask for the reasons in writing.

What Usually Happens After You Send It

Most employers respond in one of four ways: they fix the problem, they open an internal investigation, they answer with a denial, or they say nothing. Each response tells you something useful. A correction resolves the issue. An investigation creates records that may matter later. A denial locks the employer into an explanation that can be compared against the documents. Silence, on a written and dated request, is itself evidence that notice was given and ignored.

Keep a short log of what happens after the letter goes out: dates of meetings, who attended, what was said, and any change to your schedule, duties, pay, or reviews. Employees often remember the letter clearly and forget the three weeks that followed, which is usually the period that matters most.

Writing to Your Employer Is Generally Protected

Nevada and federal law protect employees who report conduct they reasonably believe is unlawful. NRS 613.340 prohibits retaliation against workers who oppose unlawful employment practices or take part in an investigation, charge, or hearing. That protection can apply even when the underlying complaint is never proven, provided the belief was reasonable and held in good faith.

If discipline, a schedule cut, a demotion, reassignment, or termination follows shortly after your letter, the timing itself can support a retaliation claim that is separate from the original problem. Do not resign in response without advice — quitting can complicate both the claim and any unemployment filing.

Watch the Deadlines

A letter to your employer does not extend any legal deadline. Discrimination, harassment, and retaliation claims typically require a charge with the Nevada Equal Rights Commission or the EEOC before a lawsuit, and those windows can be short. Wage claims run on their own timetable: NRS 608.135 authorizes a civil action within two years for violations of NRS 608.020 through 608.050. Send the letter, then confirm your actual deadlines with counsel rather than waiting on a reply.

¿Prefiere español? Lea la versión en español: Cómo solicitar una adaptación razonable a tu empleador.

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Frequently Asked Questions

What Nevada law covers pregnancy accommodations?

The Nevada Pregnant Workers' Fairness Act, at NRS 613.4353 through NRS 613.4383, generally requires reasonable accommodations for conditions relating to pregnancy, childbirth, or related medical conditions, absent undue hardship, and an interactive process with the employee.

Can my employer force me onto leave instead of accommodating me?

Pushing an employee onto leave when a reasonable accommodation would allow continued work can be a problem under the statute. Request the specific accommodation in writing and ask for written reasons if it is denied.

What are my rights about pumping at work?

NRS 608.0193 generally requires reasonable break time and a private space that is not a bathroom for expressing breast milk. Raise the request before you return so arrangements exist on day one.

Do I need a doctor's note?

The employer may request reasonable documentation of the limitation and the need for accommodation. A focused note describing restrictions is usually enough; your full medical record generally is not required.

Talk With a Las Vegas Employment Lawyer

If this situation sounds familiar, request a confidential consultation. Call 702-605-5409 or send a message.

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This page is for general informational purposes and is not legal advice. Nevada and federal employment laws change, and deadlines and remedies depend on the facts. Contact an attorney about your situation.