Nevada Paid Leave Law (Any Purpose)
✓ Verified against official sources · September 1, 2026 NRS 608.0197
The short answer: Nevada requires paid leave usable for any reason — 0.01923 hours per hour worked, roughly 40 hours a year for full-time work — from private employers, with hardship and small-employer carve-outs.
Accrual rate
0.01923 hours per hour worked (≈1 per 52; frontloading allowed)
Annual amount
≈40 hours per benefit year for full-time work — any purpose
Employers covered
Private employers — under-50-employee hardship and other carve-outs
Penalty for non-compliance: Enforced by the Nevada Labor Commissioner under NRS ch. 608, with administrative penalties for violations.
Nevada's 2019 law is broader than sick leave: under NRS 608.0197, every employer in private employment provides paid leave usable for any reason, accruing at 0.01923 hours per hour worked — roughly 40 hours across a 2,080-hour year — either front-loaded at the start of each benefit year or accrued over it.
The carve-outs are narrow and specific: an employer with fewer than 50 employees is excused only where the requirements would impose an undue hardship considering its size, resources and structure, and licensed contractors have a limited exception for employees at distant construction jobsites. The Labor Commissioner enforces the section.
For employersThis is any-purpose leave, not sick leave — employees need not give a reason. The statute's carve-outs are specific: an under-50-employee employer escapes only by showing undue hardship, and licensed contractors have a jobsite exception.
For employeesYou accrue paid leave at 0.01923 hours per hour worked — about 40 hours over a full-time year — usable for any reason with proper notice, either frontloaded or as accrued.
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Nevada FAQ
Does a Nevada employee have to give a reason to use paid leave?
No — NRS 608.0197 leave is usable for any reason, subject to the employer's notice procedures.
Are small Nevada employers exempt?
Not automatically — an employer with fewer than 50 employees is excused only if compliance would impose an undue hardship given its size, financial resources, and business structure.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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