Can a Nevada employer ask for your social media password? NRS 613.135 explained

Nevada bars employers from seeking the passwords to the personal social media accounts of employees and job applicants. The rule is section 613.135 of the Nevada Revised Statutes, added in 2013 (NRS 613.135, Nevada Revised Statutes chapter 613).

The short answer: a Nevada employer may not, directly or indirectly, require, request, suggest or cause an employee or applicant to disclose the username, password or other access information for a personal social media account, and may not punish or refuse to hire or promote someone who does not. It can still require logins for its own internal systems and comply with other laws.

Who is covered

• Employers: the section applies to "any employer in this State" (NRS 613.135(1)).
• Employees and applicants: both current and prospective employees are protected (NRS 613.135(1)).
• Social media account: defined broadly as any electronic service or account or electronic content, including videos, photos, blogs, video blogs, podcasts, instant and text messages, email programs or services, online services or website profiles (NRS 613.135(4)). The ban itself is about the worker's personal account.

What employers may not do

• Seek the login, even indirectly: directly or indirectly require, request, suggest or cause an employee or applicant to disclose the username, password or any other information that gives access to their personal social media account (NRS 613.135(1)(a)).
• Retaliate: discharge, discipline, discriminate against in any manner, or deny employment or promotion to, or threaten any of these against, an employee or applicant who refuses, declines or fails to disclose that information (NRS 613.135(1)(b)).

Unlike some other states, the Nevada section does not separately mention adding the employer as a contact, logging in in front of the employer or changing privacy settings.

What employers may still do

• Internal systems: require an employee to disclose a username, password or other information for an account or service, other than a personal social media account, to access the employer's own internal computer or information system (NRS 613.135(2)).
• Other laws: comply with any state or federal law or regulation or with a rule of a self-regulatory organization (NRS 613.135(3)).

Enforcement

The section says these acts are unlawful but does not itself name a penalty, a fine or a right to sue. Other parts of Nevada law may apply to a breach, which this page does not cover. A worker who thinks the section was broken should get advice on the available routes.

What this means in practice

• Employers: because even an indirect suggestion is covered, train recruiters and managers not to hint that sharing a personal login would help an application or a promotion. Keep login requests to company systems.
• Workers and applicants: you can decline to share your personal social media login, and the law bars denying you a job or promotion for that. Public posts can still be seen.

Compare the Oregon social media password law and the other states in social media password laws in the US. Utah's rule is in the Utah social media password law.

This page covers Nevada and is general information based on Nevada Revised Statutes chapter 613 published by the Nevada Legislature when checked on 3 November 2026, not legal advice. Check for later amendments before relying on it.