Nevada: Employee Personnel File Access Requirements

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).