Sometimes, meaningful change emerges from tragedy. On August 4, 2025, Nevada Governor Joe Lombardo signed Senate Bill 114 (SB 114), also known as Miya’s Law. The legislation was inspired by a devastating incident in Florida, marking a step forward in tenant safety for residential housing. Below is a look at what the law requires, who it applies to, and the broader implications for HR and risk awareness, regardless of where your organization operates.
Context & purpose
Miya’s Law is named in memory of Miya Marcano, a 19-year-old college student in Florida who was killed by a maintenance worker who accessed her unit without authorization. The intent of the bill is to prevent similar tragedies by introducing legally enforceable safety protocols and setting state-wide background check standards for employees who have access to dwelling unit keys.
Who does this apply to?
Starting October 1, 2025, Miya’s Law applies to employers and landlords operating in counties whose population is 100,000 or more, comprising more than 50 dwelling units attached to a single parcel of property; or in a county whose population is less than 100,000, with premises comprising more than 30 dwelling units attached to a single parcel of property.
The new bill's regulations apply to employees given access to a “dwelling unit key.” “Dwelling unit key” is broadly defined, including any physical key or electronic mechanism (codes, access devices) used to access a dwelling unit. While the law primarily applies to landlords and property management companies, it could also potentially apply to:
- Employers overseeing maintenance and/or janitorial staff, leasing agents, or any employees with access to unit keys
- Employers that hire contractors and vendors who are given unit access
Responsibilities under SB 114
Employers regulated by SB 114 are required to run background checks on employees with access to dwelling units and document the process.
Criminal background checks
Any applicant for a job position that involves access to a dwelling unit key must undergo a criminal background check as a condition of employment.
Written policies and procedures
Employers and landlords are required to establish formal, written policies covering how dwelling unit keys are stored, issued, returned, secured, and, if applicable, how usage or deactivation is handled.
Key tracking log
Employers and landlords are required to maintain a log that accounts for every issuance and return of each dwelling unit key. The log must capture information sufficient for accountability and oversight.
Proof of compliance and auditability
Landlords must provide proof that they comply with these provisions upon request from the Real Estate Division of the Department of Business and Industry or a law enforcement agency.
For the full details of SB 114, read the bill's full text here.
Impact beyond property management
Miya’s Law is directed primarily at regulating employee access to dwelling units for property management and real estate companies overseeing residential rental properties. However, the bill may apply to other relevant scenarios, such as when access to employee housing or mixed-use developments is involved.
Nevada is the third state to pass a similar measure inspired by the tragedy, behind Florida in 2022 and Virginia in 2023, with advocates of the Miya Marcano Foundation hoping to spread awareness to other states. Miya’s law also reflects broader trends for higher standards for access management and employer responsibility that may influence employer and hiring practices beyond property management in the future. It sends a message that employer responsibility and risk mitigation are starting to go beyond background checks, materializing into clearer boundaries and legal obligations for managing physical and electronic employee access.
This content is for informational purposes only and shall not constitute legal opinion or advice. Consult your legal counsel to ensure compliance.
