Nevada Expands Domestic Violence Leave to Include Sexual Assault Victims

What Changed

Nevada enacted Assembly Bill 163 (AB 163), which expands the state's existing domestic violence leave law to include employees who are victims — or whose family or household members are victims — of sexual assault. Governor Lombardo signed the bill on June 5, 2023.

Key provisions include:

• Employees may use up to 160 hours of leave in a 12-month period following a domestic violence or sexual assault incident

• Leave may be used for medical diagnosis, care, or treatment; court proceedings; counseling or assistance from victim services organizations; and establishing a safety plan

• Employers are prohibited from requiring employees to find a replacement worker

• Anti-retaliation protections apply

• The law also provides additional protections including reasonable accommodations and unemployment benefit protections for sexual assault victims

Who Is Affected

All Nevada employers. The domestic violence leave law applies broadly to all employer-employee relationships in the state. Both the employee and family or household members of the employee are covered.

Where It Applies

Nevada statewide.

When It Takes Effect

January 1, 2024.

Why It Matters

Sexual assault victims often face many of the same workplace challenges as domestic violence victims — the need for medical care, legal proceedings, counseling, and safety planning. This expansion ensures they have the same leave protections. The 160-hour leave allotment is substantial (equivalent to four full weeks), and the anti-retaliation protections provide meaningful security.

The Humareso Take

This is a natural and overdue expansion. If your Nevada leave policy already covers domestic violence victims, updating it to include sexual assault victims should be a straightforward policy edit. The key is making sure your managers know about the change and handle these requests with the confidentiality and sensitivity they require.

Recommended Action Steps

1. Update your Nevada domestic violence leave policy to include sexual assault as a covered reason for leave.

2. Revise your employee handbook to reflect the expanded protections before January 1, 2024.

3. Train managers and HR staff on handling sexual assault-related leave requests with appropriate confidentiality and sensitivity.

4. Review reasonable accommodation procedures to ensure compliance with the new provisions.

5. Contact your Humareso representative for updated Nevada leave policy language.