Employee Personnel File Access Requirements in Nevada

At a glance

Records covered and excluded

NRS 613.075 covers records used to determine an employee's qualifications and disciplinary action, expressly including termination. It also covers a labor organization's records of a referred worker's position on past, present, and future referral lists.

The statute excludes confidential reports from previous employers or investigative agencies, other confidential investigative files and information, and information concerning an investigation, arrest, or conviction for a legal violation.

Inspection, copies, and cost

After a request, the employer or labor organization must provide a reasonable opportunity to inspect during usual business hours and furnish copies. The statute does not impose a fixed numerical deadline or name a required inspection location.

Charges may not exceed the actual cost of providing access and copies. A separate tenure condition applies: no employee or former employee may receive copies unless the employment lasted more than 60 days. That limitation is on copies, not the current employee's inspection right.

Explanation, accuracy challenge, and former workers

The worker may submit a reasonable written explanation directly responding to a written entry. The employer may prescribe its format, and the explanation must be maintained in the employment records.

A worker who contends information is inaccurate or incomplete must notify the employer or labor organization in writing. If it finds the contention correct, it must change the information. This gives a correction route but does not guarantee that every disputed entry will be amended.

After termination, inspection must occur within 60 days, and a copy request must be made within that period. Section 613.075 prohibits secret employment records but states no longer retention period, request cap, agency penalty, or express private remedy.

What trips people up

Nevada does not state a seven-day response deadline. The current-worker rule is a reasonable opportunity during usual business hours; the 60-day number is the former employee's post-termination window.

The more-than-60-days condition governs copies. An employee with shorter tenure still has the statutory inspection language, but not a right to be furnished a copy under subsection 7.

The written explanation and accuracy challenge are distinct. The explanation must be maintained as the worker's response; the employer changes disputed information only if it finds the written contention correct.

Common questions

Must the initial access request be written?

NRS 613.075 requires a request but does not state that the initial request must be written. A challenge asserting inaccurate or incomplete information must be in writing.

Can a former employee request the file after 60 days?

Not under the express former-worker provision. Subsection 4 limits the post-termination inspection and copy period to 60 days.

Must my written response accompany a later third-party disclosure?

The statute says the explanation must be maintained in the employment records; it does not expressly say that the explanation must accompany every later third-party transmission.

Statutes and sources

• NRS 613.075(1)-(3): covered and excluded records, inspection, copies, written explanation, and secret-record prohibition — official text (accessed July 12, 2026).
• NRS 613.075(4)-(7): former-worker window, actual-cost cap, accuracy challenge, and 60-day tenure condition for copies — official text (accessed July 12, 2026).