Nevada Maternity and Pregnancy laws & HR compliance analysis

Nevada Maternity and Pregnancy: What you need to know

The Nevada Fair Employment Practices (FEP) Act prohibits employment practices that discriminate on the basis of sex, which includes pregnancy, childbirth, or related medical conditions.
The Act covers employers with 15 or more employees (NV Rev. Stat. Sec. 613.310et seq.).
In addition to the general prohibition of discrimination, the Act also specifically provides that, if an employer grants leave with or without pay, or leave without loss of seniority to employees for sickness or disability because of a medical condition, it is an unlawful employment practice to fail or refuse to extend the same benefits to any female employee for a condition relating to pregnancy, childbirth, or a related medical condition.
The covered employee must be allowed to use the leave before and after childbirth, miscarriage, or any other natural resolution of her pregnancy, if the leave is granted, accumulated, or accrued as part of her employment benefits (NV Rev. Stat. Sec. 613.335).
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Effective October 1, 2017, the Nevada Pregnant Workers’ Fairness Act requires covered employers to provide reasonable accommodations to employees or applicants for conditions relating to pregnancy, childbirth, or related medical conditions. (Nev. Rev. Stat. Sec. 613.335 ).
Covered employers. The act applies to any person with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year. (Nev. Rev. Stat. Sec. 613.310 (2)).
Covered conditions. A “condition relating to pregnancy, childbirth, or related medical condition” includes any physical or mental condition intrinsic to pregnancy or childbirth. This specifically includes, but ...

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