Nevada employers can read emails sent or received on company-owned systems under the federal Electronic Communications Privacy Act (ECPA), which permits monitoring for legitimate business purposes without prior notice, as Nevada lacks a state-specific electronic monitoring disclosure law. Access to personal emails or social media on private devices requires employee consent, and employers cannot demand social media passwords under NRS 613.135. Two-party consent is required for recording phone calls or conversations per NRS 200.650, protecting audio privacy.​
Key Protections
Nevada’s data privacy law (NRS 603A) mandates businesses safeguarding personal information with reasonable security, including notices on data collection and sharing, enforced by the Attorney General with fines up to $5,000 per violation. The National Labor Relations Act (NLRA) shields discussions on wages or union activities from surveillance. No biometric-specific rules apply statewide, unlike Illinois.​
Cybersecurity Mandates
Employers handling employee data must disclose practices in privacy policies, honor opt-out requests where applicable, and prevent unauthorized access under 2025 updates emphasizing breach notifications. Monitoring must balance productivity with privacy, avoiding restrooms or changing areas; violations risk lawsuits under the Computer Fraud and Abuse Act (CFAA).​
Remote work monitoring follows federal one-party consent for non-audio tools, prioritizing business justification over unrestricted surveillance.
SOURCES
[1](https://yaware.com/blog/employee-monitoring-laws-by-state-2025-complete-guide/)
[2](https://www.prohance.net/blog/employee-monitoring-laws-guide/)
[3](https://law.justia.com/codes/nevada/chapter-613/statute-613-135/)
[4](https://www.nevadaemployers.org/data-privacy-for-nevada-employers/)
[5](https://ggrmlawfirm.com/blog/legal-updates/employee-privacy-rights-in-nevada/)
