Employer Access to Employee Personal Social Media Accounts in Nevada
Not sure how this applies to you? Ask about your own facts and see which parts of current Nevada law apply, with citations to the statutes.
Free for 7 days, then $249/mo. Cancel anytime.
At a glance
| Governing law and covered accounts | NRS 613.135 covers a personal social media account; the statutory account definition includes electronic content, email, messages, blogs, online services, and website profiles (§ 613.135(4)). |
|---|---|
| Covered employers, employees, and applicants | The ban applies to any employer in Nevada and protects employees and prospective employees; § 613.135 states no employer-size threshold (§ 613.135(1)). |
| Credential and observed-access demands | Employer may not directly or indirectly require, request, suggest, or cause disclosure of a username, password, or other information providing personal-account access (§ 613.135(1)(a)); observed display is not separately enumerated. |
| Contact and privacy-setting demands | § 613.135 addresses access information and refusal; it does not separately enumerate forced contacts or privacy-setting changes. |
| Refusal, retaliation, and hiring | Employer may not discharge, discipline, discriminate, deny employment or promotion, or threaten those actions because a worker or applicant refuses to disclose access information (§ 613.135(1)(b)). |
| Investigation and specific-content route | § 613.135 states no separate investigation or specific-content exception; its express qualifications concern employer internal systems and compliance with law or self-regulatory rules (§ 613.135(2)–(3)). |
| Employer accounts, public content, and regulated work | Employer may require access information for a nonpersonal account or service to enter its own internal system; state/federal law and self-regulatory compliance remain (§ 613.135(2)–(3)). |
| Inadvertently received credentials and use | § 613.135 does not separately address accidental receipt of credentials or later use of them; the access-information prohibition remains in subsection (1)(a). |
| Enforcement and remedies | § 613.135 makes the listed employer conduct unlawful but states no specific complaint forum, damages amount, or civil-action mechanism. |
Requirements one by one
Account information and refusal
NRS § 613.135(1)(a) prohibits an employer from directly or indirectly requiring, requesting, suggesting, or causing an employee or prospective employee to disclose a username, password, or other information providing access to a personal social media account. Subsection (1)(b) protects refusal from discharge, discipline, discrimination, denial of employment or promotion, and threats of those actions. Under subsection (4), “social media account” includes electronic content such as email, messages, blogs, and online profiles.
Internal systems and legal duties
NRS § 613.135(2) permits an employer to require information for a service or account other than a personal social media account when the purpose is access to its own internal computer or information system. Subsection (3) preserves compliance with state or federal law or regulation and rules of a self-regulatory organization.
What trips people up
- The statute reaches suggestions. Section 613.135(1)(a) includes a request or suggestion to disclose access information, whether direct or indirect.
- The exception has a limited purpose. Section 613.135(2) concerns a nonpersonal account or service needed to enter the employer's own internal system; it does not reclassify a personal account as an employer system.
Common questions
Does the rule protect applicants? Yes. Section 613.135(1) names both employees and prospective employees and bars denial of employment because of a refusal.
Does it cover email or text messages? The definition in § 613.135(4) expressly includes electronic mail programs or services and instant and text messages within its description of a social media account.
Is there a stated investigation exception? Section 613.135(2)–(3) states internal-system and legal-compliance qualifications, but no separate investigation or specific-content route.
Statutes and sources
- NRS § 613.135: employer account-access and refusal rules, exceptions, and definition; accessed 2026-10-17.
Source links
Every statute quoted above, linked, with the date we checked it.
What does Nevada law mean for your facts?
You just read the general rule. Ask your own question and see which parts of current Nevada law apply to your situation, with citations you can check.
Try Ezel Pro free for 7 days. Cancel anytime before the trial ends and you pay nothing.
- Starts from the statutes this survey is built on
- Cites every source it relies on, so you can verify it
- Chat, drafting and research in one workspace