Disabilities (ADA): Nevada

This item is part of Disabilities (ADA).

The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.

Author: Patrick F. Martin, Littler Mendelson, PC


  • In addition to the federal equal opportunity laws, Nevada employers must comply with the state antidiscrimination laws. See Disability Discrimination in Nevada.
  • Nevada's antidiscrimination laws prohibit employers from making employment decisions based on a person's disability. See Nevada's Antidiscrimination Laws.
  • Actions based on discrimination due to disability must be filed with the Nevada Equal Rights Commission (NERC). A complaint based on discrimination must be brought within 180 days after the date of the alleged act of discrimination. See Exhausting Administrative Remedies.
  • Under Nevada law, if an employer grants leave with or without pay, or leave without loss of seniority to an employee for sickness or disability because of a medical condition it is unlawful for the employer to fail or refuse to extend the same benefits to any female employee who is pregnant. See Pregnancy Leave.
  • Nevada law prohibits employers from making employment decisions on genetic information and prohibits employers from requiring, requesting, or encouraging a prospective or current employee to submit to a genetic test. See Genetic Testing.
  • Nevada law specifically makes it unlawful for an employer to interfere with an employee's use of an aid or appliance, including a service animal. See Aids and Service Animals.
  • Nevada permits the use of medical marijuana for registered users. See Medical Marijuana Use.