All Roll Calls
Yes: 37 • No: 25
NevadaAB38883rd Regular Session (2025)HouseWALLET
AN ACT relating to employment; requiring certain public and private employers to establish certain procedures and forms relating to paid family leave; requiring the Human Resources Commission and Labor Commissioner to establish certain regulations relating to paid family leave; requiring certain public and private employers to provide notice relating to paid family leave; revising provisions relating to paid family leave for certain state employees and employees of private employers; repealing certain provisions relating to leave; providing penalties; and providing other matters properly relating thereto.
Sponsored By: Brittney M. Miller (Democratic), Cecelia González (Democratic), Erica P. Roth (Democratic), Natha C. Anderson (Democratic), Selena La Rue Hatch (Democratic), Edgar Flores (Democratic)
Vetoed
BDR 23-1027
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Bill Overview
Analyzed Economic Effects
6 provisions identified: 4 benefits, 0 costs, 2 mixed.
Longer paid leave for state workers
Nevada Executive Department workers qualify after 90 days, instead of 12 consecutive months, and get up to 12 weeks instead of 8. Leave can be taken in separate periods during a 365-day benefit year. Covered reasons include child bonding, adoption preparation, serious illness including pregnancy or pregnancy loss, family care, military events, and safe leave. Bonding leave must be used within 12 months of birth, adoption, or foster placement. Safe leave covers specified abuse or harassment affecting workers or immediate family; the worker cannot be the alleged perpetrator. Workers earning up to 110% of Nevada's average weekly wage get full wages. Higher earners get 60% of regular wages, capped at 150% of that average. Workers must first use accrued sick leave above 40 hours, but no longer need 40 accrued hours to qualify.
Paid family leave with wage limits
Beginning January 1, 2028, Nevada private and local government employers with 50 or more Nevada employees must provide paid family leave. Workers qualify after 90 days and get up to 12 weeks per 365-day benefit year, including separate leave periods. Covered reasons include child bonding and placement preparation, serious illness, family care, military-deployment events, and safe leave. Safe leave covers needs from domestic violence, stalking, harassment, or sexual assault affecting workers or immediate family. Bonding leave must be used within 12 months of birth, adoption, or foster placement. Workers earning up to 110% of Nevada's average weekly wage get full wages; higher earners get 60%, capped at 150% of that average. If employers provide paid sick leave, workers must first use accrued sick leave above 40 hours. The law also repeals NRS 608.0198, but the supplied text does not explain that prior leave rule's requirements.
Workers gain protection against leave violations
Beginning January 1, 2028, workers can sue within two years over required leave denied or prohibited retaliation or adverse action. Successful workers may receive damages for losses, other court relief, and reasonable legal fees and costs. The Labor Commissioner cannot handle the same claim while the lawsuit is pending. Employers cannot fire, discipline, discriminate against, deny jobs or promotions to, or threaten workers for qualifying safe-leave requests. Those protections also cover participation as a witness or interested party in related domestic violence or sexual assault court proceedings. Violations of the covered leave requirements or related regulations are misdemeanors. The Labor Commissioner may also impose fines up to $5,000 per violation; these fines are not direct payments to workers.
Clearer leave requests for covered workers
Beginning January 1, 2028, covered private and local government employers must provide reasonable paid family leave forms and request procedures. Forms and notices must use English, usual workplace communication languages, and any primary language used by at least 10% of workers. Labor Commissioner rules must favor access without undue burdens and bar demands for confidential, privileged, or federally protected information. Employers must keep submitted documents confidential under federal family-leave rules. Written notices are required at hiring, annually, when leave is requested, and when a request reasonably appears to qualify. Notices explain leave rights, available leave, request steps, protection from retaliation, and complaint procedures. Employers must post approved bulletins at workplaces, with website posting allowed in specified remote-work or no-workplace situations if a website exists.
Clearer leave requests for state workers
Nevada state employers must provide reasonable paid family leave forms and procedures that do not create undue burdens. Forms and notices must use English, usual workplace communication languages, and any primary language used by at least 10% of workers. Human Resources Commission rules must favor granting leave and cannot require federally protected information. Supporting documents are confidential, exempt from public-record disclosure, and kept under federal family-leave record rules. Employers must give written notices at hiring, annually, when leave is requested, and when a request reasonably appears to qualify. Notices explain leave rights, available leave, request steps, protection from retaliation, and complaint procedures. Employers must also display approved workplace bulletins, with website posting allowed in specified remote-work or no-workplace situations if a website exists.
Local governments get leave spending flexibility
The spending limits in NRS 354.599 do not apply to additional local government expenses related to this law. This gives local governments more room to cover those costs. The law sets no dollar amount and creates no direct household payment through this exception.
Sponsors & Cosponsors
Sponsors
Brittney M. Miller
Democratic • House
Cecelia González
Democratic • House
Erica P. Roth
Democratic • House
Natha C. Anderson
Democratic • House
Selena La Rue Hatch
Democratic • House
Edgar Flores
Democratic • Senate
Cosponsors
Cinthia Zermeño Moore
Democratic • House
David Orentlicher
Democratic • House
Heather Goulding
Democratic • House
Howard Watts
Democratic • House
Jovan A. Jackson
Democratic • House
Linda F. Hunt
Democratic • House
Tanya P. Flanagan
Democratic • House
Venise Karris
Democratic • House
Roll Call Votes
Senate vote • 6/2/2025
Final Passage - Senate (1st Reprint)
Yes: 11 • No: 9
House vote • 5/29/2025
Final Passage - Assembly (1st Reprint)
Yes: 26 • No: 16
Actions Timeline
Vetoed by the Governor.
6/11/2025legislatureEnrolled and delivered to Governor.
6/6/2025legislatureIn Assembly. To enrollment.
6/4/2025HouseTo Assembly.
6/2/2025SenateRead third time. Passed. Title approved. (Yeas: 11, Nays: 9, Excused: 1.)
6/2/2025SenateRead second time.
6/1/2025SenatePlaced on Second Reading File.
6/1/2025SenateWithdrawn from committee.
6/1/2025SenateRead first time. Referred to Committee on Commerce and Labor. To committee.
5/29/2025SenateIn Senate.
5/29/2025SenateRead third time. Passed, as amended. Title approved. (Yeas: 26, Nays: 16.) To Senate.
5/29/2025HouseFrom printer. To engrossment. Engrossed. First reprint.
5/29/2025HouseRead third time. Amended. (Amend. No. 857.) To printer.
5/28/2025HousePlaced on General File.
5/28/2025HouseFrom committee: Amend, and do pass as amended.
5/28/2025HouseRereferred to Committee on Ways and Means. Exemption effective. To committee.
4/15/2025HouseTaken from General File.
4/15/2025HouseRead second time.
4/15/2025HouseFrom committee: Do pass.
4/14/2025HouseNotice of eligibility for exemption.
4/3/2025HouseFrom printer. To committee.
3/11/2025HouseRead first time. Referred to Committee on Commerce and Labor. To printer.
3/10/2025House
Bill Text
As Enrolled
As Introduced
Reprint 1
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