Proposal would provide paid family leave to state and other workers

State agencies would provide eligible officers and employees 12 weeks of paid family leave. Officers and employees of the State Executive Department would qualify after at least 90 days of employment. Reasons include bonding with a new child, preparing for an expected adoption or foster placement, serious health needs, caring for a seriously ill family member, certain needs tied to a family member’s military deployment, and safe leave. Workers earning no more than 110 percent of the state average weekly wage would receive their regular wages. Workers earning more would receive 60 percent of their regular wages, up to 150 percent of that average weekly wage. Any accrued sick leave above 40 hours must be used first. The provision would take effect for most purposes on January 1, 2028, if enacted. Preparatory work could begin upon passage and approval.

Covered private employers and local governments would provide eligible workers 12 weeks of paid family leave each benefit year. This would cover private employers with at least 50 employees in Nevada and counties, cities, or towns with at least 50 employees. Workers would need at least 90 days of employment. Qualifying reasons include bonding with a new child, health needs, family care, certain military needs, and safe leave. Workers earning no more than 110 percent of the state average weekly wage would receive their regular wages. Workers earning more would receive 60 percent of their regular wages, up to 150 percent of that average weekly wage. If an employer provides paid sick leave, the worker must use accrued sick leave above 40 hours first. The provision would take effect for most purposes on January 1, 2028, if enacted. Preparatory work could begin upon passage and approval.

Covered employers would set up leave forms and notices, and state officials would enforce the requirements. These requirements would apply to the private employers and local governments covered by the proposed leave rules. Forms and notices must use English and other languages specified by the workplace language rules. Workers could sue over denied leave or retaliation; violations could be misdemeanors and could carry a penalty of up to $5,000 per violation. The provisions would take effect for most purposes on January 1, 2028, if enacted. Preparatory work could begin upon passage and approval.