Nevada leave laws and holiday regulations in 2025, including Nevada Leave Laws, and supported by tools like Day Off, are designed to support employees while ensuring businesses can operate efficiently. The state provides various types of leave, such as paid time off (PTO), sick leave, and family medical leave, aligning with federal guidelines and offering additional protections for workers. Employers must comply with these regulations to maintain a fair and productive workplace. In addition, Nevada recognizes several public holidays, providing employees with scheduled breaks throughout the year. This article explores the specifics of Nevada’s leave policies and holiday schedule for 2025, helping both employers and employees navigate these important aspects of employment law.
Paid Time Off (PTO) in Nevada
Leave Quota
Nevada leave laws does not set a legal minimum for PTO, but most employers offer a structured PTO plan as a part of their benefits package. The leave quota often varies depending on factors such as:
- Employee’s Tenure: Employers may offer a tiered PTO system, where the leave quota increases based on how long an employee has been with the company. For example, a new employee might receive 10 days of PTO per year, while an employee with 5 years of service could receive 15 or 20 days.
- Position Level: Senior positions or employees in managerial roles might receive higher PTO quotas as part of their compensation package.
- Industry Norms: Employers in industries that are known for high turnover rates or intense work schedules (like healthcare, hospitality, or tech) might offer more generous PTO quotas to attract and retain talent. Employers must clearly define and communicate the PTO quota in their employee handbooks to avoid any ambiguity.
Accrual
PTO in Nevada is often accrued, meaning employees earn their leave over time rather than receiving it as a lump sum. This accrual system can be structured in several ways:
- Per Pay Period Accrual: Employees earn a certain number of PTO hours each pay period. For example, an employee might accrue 4 hours of PTO biweekly, leading to approximately 104 hours (or 13 days) over a year.
- Hours Worked Accrual: Employers may calculate PTO based on the number of hours an employee works. An employee might earn 1 hour of PTO for every 30 hours worked, which ensures that part-time employees also accumulate leave proportionate to their work hours.
- Front-Loaded PTO: Some employers choose to front-load PTO at the start of the year, providing employees with their full leave allotment upfront. However, this method may come with stipulations, such as requiring employees to reimburse the company for any unearned PTO if they leave the company early in the year. Accrual policies must be consistent and clearly outlined to prevent confusion or disputes between employers and employees.
Rollover
Nevada leave laws does not require employers to offer a rollover option for unused PTO, but many employers voluntarily implement rollover policies to provide flexibility and boost employee satisfaction. Common rollover practices include:
- Capped Rollover: Employers may allow employees to carry over unused PTO into the next year, but they often place a cap on the total number of hours that can be rolled over. For example, an employee might be allowed to roll over up to 40 hours of PTO annually, but any time beyond this cap is forfeited if not used.
- Accrual Cap: Some employers set an accrual cap, meaning employees stop earning PTO once they have accrued a certain amount. For example, if an employer sets a cap of 200 hours, an employee who reaches this limit will no longer earn additional PTO until they use some of their accrued time.
- Grace Period: To encourage employees to use their leave while still offering some flexibility, employers might provide a grace period for using unused PTO. For example, employees might have an additional 90 days beyond the calendar year to use any unused leave before it is forfeited.
- “Use-it-or-Lose-it” Policy: Some employers may enforce a strict policy where employees must use all their PTO within the year, or they forfeit any remaining time. While this is legal in Nevada, employers must clearly communicate this policy in their handbooks and inform employees in advance to avoid potential disputes.
Payment of Accrued, Unused Vacation on Termination
When an employee leaves a company, whether through resignation, retirement, or termination, the payout of accrued, unused vacation time depends largely on the employer’s policy:
- Classifying PTO as Wages: If an employer’s policy states that accrued vacation is considered part of wages, Nevada law requires that they pay out all accrued and unused PTO upon termination. This payment must be made within the timelines stipulated by Nevada’s final paycheck laws: generally, within seven days or by the next regular payday, whichever comes first.
- Classifying PTO as a Benefit: Employers who classify PTO as a benefit rather than wages may not be legally obligated to pay out unused vacation time upon termination. In such cases, the company’s policy must be explicitly stated in the employee handbook and employment contracts to prevent misunderstandings. Employers who choose not to pay out unused PTO must apply this policy consistently to avoid claims of discrimination or unfair practices.
- Severance Packages and Negotiations: In some instances, employees may negotiate their PTO payout as part of a severance agreement. Employers may also offer PTO payouts as an incentive for voluntary departures or during layoffs as part of a severance package.
Sick Leave in Nevada
Federal Laws – Leave Quota
At the federal level, the main law that impacts sick leave is the Family and Medical Leave Act (FMLA). Under FMLA:
- Eligibility: Employees who work for covered employers (private employers with 50 or more employees, public agencies, and public/private elementary or secondary schools) and have worked for at least 1,250 hours over the past 12 months are eligible.
- Leave Quota: Eligible employees can take up to 12 weeks of unpaid, job-protected leave within a 12-month period for specific medical or family reasons, including:
- A serious health condition that makes the employee unable to perform their job.
- Caring for a spouse, child, or parent with a serious health condition.
- Paid Sick Leave: The FMLA does not mandate paid sick leave. However, employees may use their accrued paid leave (such as PTO or company-provided sick leave) concurrently with FMLA leave to receive compensation during this period.
Employers must ensure their employees are informed about FMLA provisions and that their leave policies are in compliance with federal regulations.
State Laws – Leave Quota in Nevada
In addition to federal regulations, Nevada has its own state laws that address sick leave, providing employees with specific protections and rights:
- Mandatory Paid Sick Leave: Nevada requires employers with 50 or more employees to provide paid sick leave. Employees accrue 0.01923 hours of paid leave for each hour worked, which roughly translates to 40 hours per year for full-time employees working a standard 40-hour workweek.
- Accrual Start: Accrual begins on the employee’s first day of employment, although employers may set a waiting period of up to 90 days before employees can use the accrued time.
- Usage of Sick Leave: Employees can use their paid sick leave for various reasons, including:
- Personal illness or injury.
- Medical appointments or care.
- Providing care for a family member (spouse, child, parent, or other close relatives) who is ill or injured.
- Matters related to domestic violence, such as seeking medical treatment, counseling, or relocating for safety reasons.
- Unused Sick Leave: Employers are not required to pay out unused sick leave upon termination unless their policy specifies it as a benefit or wage. Employers must clearly communicate their policies regarding sick leave accrual, usage, and payout to avoid disputes.
Maternity, Paternity, FMLA in Nevada
Federal Laws
The primary federal law that provides maternity, paternity, and family leave protections is the Family and Medical Leave Act (FMLA):
- Eligibility: Employees who work for a covered employer (private employers with 50 or more employees, public agencies, and public/private elementary or secondary schools) and who have worked at least 1,250 hours in the past 12 months are eligible.
- Leave Quota: The FMLA allows eligible employees to take up to 12 weeks of unpaid, job-protected leave within a 12-month period for:
- The birth of a child and to care for the newborn.
- Placement of a child for adoption or foster care.
- Caring for a spouse, child, or parent with a serious health condition.
- A serious health condition that makes the employee unable to perform their job duties.
- Job Protection: The FMLA guarantees that employees who take leave can return to their same or an equivalent position upon completion of their leave period.
- Health Benefits: While on FMLA leave, employers must continue to provide group health insurance coverage under the same terms as if the employee had not taken leave.
The FMLA, however, does not mandate paid leave. Employees may use accrued paid leave (such as PTO or sick leave) concurrently with FMLA to receive compensation during this period.
Additional State Laws in Nevada
While Nevada follows federal guidelines under FMLA, the state also has additional laws that offer further protections and benefits for employees regarding maternity, paternity, and family leave:
- Nevada Pregnant Workers’ Fairness Act: This state law requires employers with 15 or more employees to provide reasonable accommodations for pregnant employees, employees recovering from childbirth, or those with related medical conditions. This includes:
- Modified duties, schedules, or temporary reassignment.
- Leave for medical appointments or recovery, as long as it does not cause undue hardship to the employer.
- Paid Leave Requirements: Although Nevada does not have a dedicated paid family leave program like some other states, employers with 50 or more employees must provide general paid leave that can be used for any purpose, including maternity and paternity leave. Employees accrue 0.01923 hours of paid leave for each hour worked, which translates to approximately 40 hours per year for full-time employees. Employees may use this accrued paid leave during the time they are on FMLA leave for maternity or paternity purposes, offering some level of income protection.
Parental Leave Considerations
While Nevada does not have specific laws solely dedicated to paternity leave, employees who qualify for FMLA can use their entitlement for the birth or adoption of a child. Paternity leave, like maternity leave, is unpaid under FMLA, but accrued paid leave (e.g., PTO) may be applied.
Bereavement Leave in Nevada
In Nevada for 2025, bereavement leave is not mandated by state law, meaning employers are not legally required to provide time off for employees following the death of a family member. However, many employers choose to offer bereavement leave as part of their benefits package, typically allowing a few days off (usually 3-5 days) for employees to grieve, attend funeral services, or manage related responsibilities. The specific amount and conditions of bereavement leave may vary based on company policy and the relationship to the deceased. Employers who offer bereavement leave are encouraged to clearly communicate their policies in employee handbooks to ensure employees are aware of their rights and benefits during such difficult times.
Jury Duty Leave in Nevada
In Nevada for 2025, employers are required by law to provide employees with jury duty leave when they are summoned to serve as jurors. Employers must allow employees to take the necessary time off without penalty, ensuring that their job position, benefits, or seniority are not adversely affected by their civic duty. While Nevada law mandates that employees are entitled to unpaid leave for jury duty, employers have the option to offer paid leave as part of their company policy, though it is not legally required. Employees are advised to provide their employers with reasonable notice and a copy of the jury summons as proof of the need for leave. Employers are prohibited from retaliating against employees for serving on a jury, and failure to comply with these regulations could result in legal consequences for the employer.
Military Leave in Nevada
In Nevada for 2025, military leave is governed by both federal and state regulations to protect the rights of employees who are members of the armed forces. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are called to active duty, training, or other military service obligations are entitled to unpaid leave and job protection during their service period. Nevada law aligns with these federal protections, ensuring that employees who take military leave retain their benefits, seniority, and position upon their return to work. Employers are prohibited from discriminating against employees based on their military service. Additionally, Nevada provides up to 15 days of paid leave per year for public employees who are members of the National Guard or reserves, enabling them to fulfill their duties without loss of income. Employers must comply with these requirements and support their employees during periods of military service.
Voting Leave in Nevada
In Nevada for 2025, employees are entitled to take time off from work to vote under state law. If an employee does not have sufficient time outside of working hours to vote, employers are required to provide up to three hours of paid leave for voting. The amount of time granted depends on the employee’s distance from their polling place and their work schedule. Employees must request voting leave in advance, typically one day prior to Election Day, to qualify. Employers cannot deduct pay or penalize employees for taking this time off, and they are prohibited from retaliating against employees who exercise their right to vote. Employers are encouraged to inform their workforce of this right, ensuring compliance and support for civic participation.
Nevada State Holidays for 2025
In Nevada for 2025, state holidays provide employees with recognized days off to observe significant events. The state observes several public holidays, On these days, state offices and many businesses are typically closed. Employers in the private sector may choose to offer paid time off for these holidays as part of their benefits package, although it is not legally required. Companies that remain open on these holidays often provide additional compensation or alternate time off to employees working these shifts. Understanding these state holidays allows employees and employers in Nevada to plan effectively for time off and business operations.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Nevada Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
January 1 (Wednesday)
January 20 (Monday)
February 17 (Monday)
May 26 (Monday)
July 4 (Friday)
September 1 (Monday)
October 31 (Friday)
November 11 (Tuesday)
November 27 (Thursday)
December 25 (Thursday)