Nevada Domestic-Violence Leave (NRS 608.0198)

An employee employed for at least 90 days who is a victim of an act constituting domestic violence or sexual assault, or whose family or household member is such a victim, may take up to 160 hours of leave in a 12-month period — provided the employee is not the alleged perpetrator. The hours may be paid or unpaid by the employer.

• Medical treatment or counseling for a related injury or condition;
• Obtaining counseling or other assistance related to the act;
• Legal/court proceedings; and
• Establishing a safety plan, including relocation.

• The statute imposes no advance-notice requirement for the initial use; after that, the employee must give the employer at least 48 hours advance notice to use additional hours, and the employer may request documentation;
• The employer must keep the information confidential;
• The employer may not deny the leave, retaliate, or discriminate for using it.

Nevada also requires employers to make reasonable accommodations for an employee who is a victim of domestic violence or sexual assault or whose family or household member is a victim (for example, a transfer or reassignment, a modified schedule, a new work telephone number, or a new worksite) unless the accommodation would create an undue hardship, and an employer may not take adverse action against an employee for requesting one (NRS 613.223) — but that duty comes from NRS 613.222, not from NRS 608.0198, which creates only the leave entitlement described above and contains no accommodation clause.