Jury Duty Leave and Pay Requirements in Nevada
At a glance
| Governing law | Nev. Rev. Stat. § 6.190 |
|---|---|
| Jury service covered | Service as a juror or prospective juror after receiving a summons to appear for jury duty (§ 6.190(1), (3)-(5)) |
| Employers and employees covered | Employers and their employees, agents, or officers with termination or recommendation power; no employer-size, tenure, or full-time limit stated (§ 6.190(1), (3)) |
| Time-off entitlement | No express leave-duration sentence; employer may not terminate or threaten termination because of juror or prospective-juror service and may not impose the prohibited work hours (§ 6.190(1), (3)) |
| Employer-paid wages | No general employer wage-continuation requirement stated in § 6.190; lost wages are a remedy for unlawful discharge, not ordinary jury-duty pay |
| PTO and juror-fee treatment | Employer may not require sick leave or vacation time because of juror or prospective-juror service. Voluntary PTO use and juror-fee offsets are not addressed (§ 6.190(3)(a)) |
| Employee notice and proof | Summons must include an employer notice and copies of subsections 1-3; employed person must give that notice to employer at least 3 days before appearing (§ 6.190(4)) |
| Scheduling and return-to-work rules | No work within 8 hours before appearance. If service plus court travel lasts at least 4 hours, no work from 5 p.m. that day to 3 a.m. next day (§ 6.190(3)(b)) |
| Job protection and remedies | Termination or threat is gross misdemeanor. Discharged employee may recover lost wages/benefits, reinstatement, equal additional damages, attorney fees, and punitive/exemplary damages up to $50,000. Forced leave or prohibited scheduling and dissuasion are misdemeanors (§ 6.190(1)-(3), (5)) |
Notice and protected jury service
Nevada protects a juror or prospective juror from termination or a threat that jury service will cause termination. The statute reaches the employer and an employee, agent, or officer who has power to terminate employment or recommend termination.
An employed person must deliver the employer notice that accompanies the summons at least three days before the jury appearance. The notice must state that the person was summoned and include subsections 1 through 3 of § 6.190.
No forced sick leave or vacation
An employer may not require sick leave or vacation time as a consequence of the person's service as a juror or prospective juror. Section 6.190 does not address voluntary PTO use or an offset for court-paid juror fees.
The section also states no general duty to continue wages during ordinary jury service. Its lost-wage award applies after an unlawful discharge.
Rest before and after service
The employer may not require work within the eight hours before the employee must appear for jury duty.
If jury service lasts at least four hours that day, counting travel to and from the court, the employer also may not require work between 5 p.m. that day and 3 a.m. the following day. Violating the forced-leave or scheduling subsection is a misdemeanor.
Discharge remedies
Termination or a threat of termination because of covered service is a gross misdemeanor. A discharged employee may bring a civil action for lost wages and benefits, reinstatement without loss of position, seniority, or benefits, and damages equal to the lost wages and benefits. The court may also award reasonable attorney fees and punitive or exemplary damages up to $50,000.
Separately, dissuading or attempting to dissuade a summoned person from jury service is a misdemeanor.
What trips people up
The post-service rest window applies only when service and court travel total at least four hours. The earlier eight-hour protection applies before the scheduled appearance without that four-hour condition.
The statute's express civil action is written for discharge. The criminal provisions separately cover a termination threat, forced leave, prohibited work hours, and dissuasion.
Common questions
Must a Nevada employer pay wages during jury duty?
No general wage-continuation requirement appears in § 6.190. An employer policy or agreement may provide paid jury leave.
Can the employer make the employee use vacation or sick leave?
No. The employer may not require sick leave or vacation time because of juror or prospective-juror service.
How much notice must the employee give?
The employed person must give the summons's employer notice at least three days before appearing for jury duty.
Can the employer schedule a shift right before jury duty?
Not within eight hours before the required appearance. A separate 5 p.m.-to-3 a.m. protection can apply after a day involving at least four hours of service and court travel.
Statutes and sources
- Nev. Rev. Stat. § 6.190(1)-(5): termination protection, civil remedies, no forced sick leave or vacation, protected work hours, notice, and dissuasion penalty — official state reproduction (accessed July 13, 2026).
Source links
Every statute quoted above, linked, with the date we checked it.
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