New Nevada Law Expands Protections for Breastfeeding: What Employers and Businesses Need to Know

Thanks to a new law that just took effect, Nevada businesses that qualify as places of public accommodation are now prohibited from discriminating against individuals who are breastfeeding. As of July 1, breastfeeding is now a protected category under the state’s public accommodation statute after AB 266 passed the legislature with broad, bipartisan support and was signed into effect by Governor Lombardo. This Insight details the legal changes, identifies the businesses impacted, and offers compliance strategies for your place of business.

What Changed?

AB 266 amends Nevada’s existing public accommodation law to make clear that discrimination based on breastfeeding is prohibited. Businesses that fall under the statute may not deny entry, limit services, request that someone relocate, or otherwise treat individuals differently based on breastfeeding in or around public areas.

This amendment builds on Nevada’s broader civil rights framework, which already prohibits discrimination based on other protected characteristics in public settings. By specifically naming breastfeeding, the law removes ambiguity and creates a clear compliance expectation for businesses serving the public.

Who is Covered?

The definition of a “place of public accommodation” under Nevada law is broad and includes a wide range of businesses and facilities that offer goods, services, entertainment, or public access.

Examples include:

• Casinos, hotels, inns, motels, and other lodging providers
• Restaurants, bars, cafeterias, and lunch counters
• Retail stores, banks, laundromats, beauty salons and dry cleaners
• Theaters, concert halls, sports arenas, and amusement parks
• Gas Stations, and public transportation stations
• Any nursery, private school, university or other place of education
• Gyms, spas, bowling alleys, and golf courses
• Online businesses that service the public
• Any other space or business open to or serving the public.

For the full statutory definition, see Nev. Rev. Stat. § 651.050 (as amended by AB 266, 83^rd Session, 2025).

What Are the Consequences of Violating AB 266?

Businesses or individuals that violate AB 266, by restricting or retaliating against someone breastfeeding in public, can face:

• Civil Lawsuits: Affected individuals may file a lawsuit seeking damages, attorneys’ fees, and injunctive relief.
• Administrative Action: Individuals can also file complaints with the Nevada Equal Rights Commission, which may order corrective measures or other remedies.

What Should Places of Public Accommodation Do?

While AB 266 does not impose new training requirements, compliance depends heavily on how front-line employees understand and respond to breastfeeding in public areas.

Businesses covered by the statute should consider:

• educating staff to recognize that breastfeeding is protected and must not be rejected or discouraged;
• reviewing public policies, signage, or rules to ensure there is no language or conduct that could be viewed as exclusionary; and
• training your team to appropriately handle customer complaints or questions related to breastfeeding.

Conclusion

If your business operates in any public setting in Nevada, now is the time to review your policies and ensure you are prepared. For guidance on policy updates, staff training, or compliance planning under AB 266, contact your Fisher Phillips attorney, the authors of this article, or any attorney in our Las Vegas office for guidance. Be sure to subscribe to the Fisher Phillips’ Insight System to stay informed on the latest workplace compliance and safety updates.