Drug Testing Laws in Nevada

State law (Nevada): The provision is a hiring rule. It is unlawful for an employer to fail or refuse to hire a prospective employee because the prospective employee submitted to a screening test whose results indicate the presence of marijuana Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026.

Employer policy: It does not restrict testing of current employees, and it does not restrict testing for anything other than marijuana. Once you are employed, your position rests on the employer's written policy rather than on this section.

State law (Nevada): The prohibition does not apply where the applicant is seeking a position as a firefighter, as an emergency medical technician, or as a motor vehicle operator for whom federal or state law requires screening tests Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026.

State law (Nevada): It also does not apply where it would conflict with an employment contract or a collective bargaining agreement, where it would conflict with federal law, or to a position funded by a federal grant Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026.

Employer policy: Read the federal-grant exception carefully if you are applying in a sector that runs on federal money. It is not limited to regulated safety roles — it turns on how the position is funded.

State law (Nevada): The rebuttal right is the distinctive part, and it is genuinely useful. Within the first 30 days of employment an employee may submit to an additional screening test, at their own expense, to rebut the results of the initial screening test — and the employer shall accept and give appropriate consideration to those results Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026.

Two limits on that. It is your money, and “appropriate consideration” is not the same as a requirement to act on it. But an employer that ignores a rebuttal test outright is not doing what the section says Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026.

State law (Nevada): The safety exception is the soft spot: a position that, in the determination of the employer, could adversely affect the safety of others Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026.

Compare Washington, where the equivalent carve-out is a statutory standard — a safety-sensitive position for which impairment while working presents a substantial risk of death. Nevada hands the judgement to the employer and sets the bar at “could adversely affect”. In practice that is a considerably easier exception for an employer to reach, and it is the first thing to check before relying on the protection.

Federal (DOT): The section does not apply where it would conflict with federal law, and motor vehicle operators subject to required screening are excluded by name Source 1State legislatureNRS 613.132 — unlawful to refuse to hire prospective employee for marijuana screening result — checked 18 Aug 2026. A DOT-regulated test is untouched by it.

What this page does not cover, and we are naming rather than implying: Nevada's rules on testing current employees, notice requirements, laboratory standards and confirmation procedure. The section we read addresses hiring and the 30-day rebuttal, and we have not verified a Nevada statute covering the rest.