Last updated: 2026-08-23.
Statewide MandateHow Nevada's real statutory thresholds apply to specific employer profiles. Each section re-frames the state law above for one audience — the underlying figures never change, only the lens does.
For employers with fewer than 15 employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Size note: Your obligation turns on the threshold "50+ employees". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For employers with 50 or more employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Size note: Your obligation turns on the threshold "50+ employees". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant, café, and food-service operators: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including restaurants & food service, use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For retail stores, shops, and chains: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including retail employers, use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For clinics, hospitals, and healthcare staffing: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including healthcare employers, use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For hr teams onboarding new employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Size note: Your obligation turns on the threshold "50+ employees". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant and food-service operators with fewer than 15 employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including small restaurants (under 15 employees), use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant groups and chains with 50 or more employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including large restaurants & chains (50+ employees), use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For retail stores and shops with fewer than 15 employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including small retail (under 15 employees), use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For retail chains with 50 or more employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including large retail & chains (50+ employees), use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For clinics and healthcare practices with fewer than 15 employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including small healthcare (under 15 employees), use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
For hospitals and healthcare systems with 50 or more employees: Nevada requires paid sick leave for 50+ employees. No local ordinances are tracked beyond the state law. Source: https://labor.nv.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including large healthcare systems (50+ employees), use the same statewide thresholds: 50+ employees, accrual 0.01923 hours per hour worked, cap 40 hours/year. Use the Compliance Checker to apply your headcount to the correct rule.
| Requirement | Detail |
|---|---|
| Statewide mandate | Yes |
| Employer threshold | 50+ employees |
| Accrual rate | 0.01923 hours per hour worked |
| Max accrual / year | 40 hours/year |
| Paid or unpaid | paid |
| Carryover | Yes |
| Qualified reasons | Own/family illness, preventive care. |
| Effective date | Jan 1, 2020 |
| Official source | https://labor.nv.gov/ ↗ |
Nevada's paid leave (SB 312, NRS 608.0197, effective Jan 1, 2020) exceeds the federal floor and is unusual: it is general paid leave usable for any reason, not sick-leave-specific. There is no nationwide federal paid sick leave mandate for private employers; the only federal guarantee is the unpaid FMLA (12 weeks, employers 50 or more, 1,250-hour eligibility). The federal EO 13706 paid sick leave rule applies only to certain federal contractors. Nevada requires private employers with 50 or more Nevada employees to provide paid leave at 0.01923 hours per hour worked (about 1 hour per 52), capped at 40 hours — so even without a federal mandate, mid-size and large Nevada employers must offer paid time off.
Among its neighbors, Nevada is the slowest-accruing mandate. California (Labor Code § 246) requires 1 hour per 30 hours with an 80-hour accrual / 40-hour usage cap and a 1-employee threshold. Oregon (ORS 653.601) requires 1 hour per 30 hours, 40-hour cap, paid for 10-plus-employee firms. Arizona (Prop 206) requires 1 hour per 30 hours with 24 / 40-hour size-tiered caps. Idaho and Utah — Nevada's eastern neighbors — have no statewide paid sick leave law at all. Nevada's roughly 1-in-52 accrual (40-hour annual cap) is the least generous on accrual speed in the region, but it is general leave usable for any purpose without disclosure, which the others are not.
| Year | Change |
|---|---|
| 2019 (eff. 2020) | SB 312 added NRS 608.0197, requiring private employers with 50 or more Nevada employees to provide general paid leave at 0.01923 hours per hour worked, capped at 40 hours. |
| 2025 | AB 388 (2025) would have created a state paid family and medical leave program (12 weeks, 50% wage replacement, 50+ employees); it passed the Assembly but did not become enacted law by session end — Nevada still has no PFML program as of 2026. |
Employers in Nevada most often trip on the items below. Amounts are typical statutory ranges — confirm the current figure with the state labor department before acting.
| Violation | Typical penalty / fine | Note |
|---|---|---|
| Failing to provide or pay accrued leave | NRS 608.195 — the Labor Commissioner can order back pay and assess civil penalties up to $5,000 per violation; each failure (provide leave, give notice, keep records) is a separate violation. | Willful violations can also be prosecuted as a misdemeanor. |
| Requiring a reason or documentation for leave | SB 312 prohibits requiring a reason or doctor's note; the Labor Commissioner can assess penalties for non-compliant policies. | Any policy or form asking 'why do you need this day off' violates the law's intent. |
| Miscounting the 50-employee Nevada threshold | Coverage turns on Nevada headcount (20+ workweeks); misclassification can trigger back-pay and penalties. | A national company with few Nevada workers may fall below the threshold; a Nevada-only firm with 50 is covered. |
Use the button below to print or save a one-page compliance summary for Nevada. It includes the state law table and any local ordinances above.
Yes. Nevada requires paid sick leave for 50+ employees. Accrual is 0.01923 hours per hour worked, capped at 40 hours/year, with carryover Yes.
Employees accrue 0.01923 hours per hour worked. The max accrual is 40 hours/year.
No local ordinances are tracked for Nevada beyond the state law.
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