Employment and labor laws in Nevada [Updated 2026]

Key takeaways

• Nevada's minimum wage is $12.00/hr for all employees as of July 1, 2024 (the previous two-tier health-insurance system was eliminated). Tipped employees must also be paid the full $12.00/hr in cash.

• Nevada has daily overtime requirements: employees earning under 1.5x the minimum wage (under $18/hr) must be paid overtime after 8 hours in a workday, in addition to the standard 40-hour weekly threshold.

• SB 260 (effective January 1, 2026) requires employers with outdoor workers to monitor air quality and implement protective measures when wildfire smoke creates dangerous conditions (AQI above 150).

• Employers with 50+ employees must provide up to 40 hours of paid leave per year (accrued at 0.01923 hrs per hour worked), usable for any reason.

• Nevada's pay transparency law (SB 293) requires employers to provide salary ranges to applicants upon request and at any stage of the hiring process.

• Nevada is not a right-to-work state: employees may be required to join a union or pay dues as a condition of employment in unionized workplaces.

• Nevada operates under at-will employment, meaning either party can end the employment relationship at any time without cause.

In the US, we have employment laws to protect workers from discrimination and dangers in the workplace. These laws are evolving as more states and cities implement their own requirements.

The State of Nevada's labor laws are a mix of federal and local regulations with worker protections that often exceed the federal baseline.

Employment vs. labor law: What's the difference?

Many people use the terms employment and labor law interchangeably. While they share some similarities, they're legally distinct.

Here's a closer look at what employment and labor law include:

• Employment law: Covers the individual employer-employee relationship including wages, benefits, leave, workplace safety, and anti-discrimination protections.

• Labor law: Governs the relationship between employers and groups of workers including unions, collective bargaining, and strikes.

Wages and hours in Nevada

Employers in Nevada must follow the state's legal regulations when paying employees. This includes pay transparency legislation, minimum wage laws, and overtime requirements.

Minimum wage in Nevada

On July 1, 2024, Nevada introduced a single minimum wage rate of $12.00 per hour for all employees, including tipped workers. The previous two-tier system (based on health benefit offerings) was eliminated. This rate remains in effect for 2026.

Nevada does not permit a tip credit: tipped employees must be paid the full $12.00/hr in cash regardless of tips earned.

Overtime pay in Nevada

Nevada overtime requirements exceed the federal FLSA. Non-exempt employees earning under 1.5x the minimum wage (below $18/hr) are entitled to overtime after either 8 hours in a workday or 40 hours in a workweek. Employees earning $18/hr or more are only subject to the standard 40-hour weekly FLSA threshold.

Pay transparency in Nevada

Pay transparency laws are picking up steam across the US. Nevada's pay transparency law, Senate Bill 293, applies to all employers in the state. It came into effect October 1, 2021, and requires employers to provide salary ranges to applicants. Employers are also prohibited from asking about salary history.

Specifically, if an applicant requests the salary range, the employer must provide it. Employers must also provide the range to all applicants after an offer is made and before accepting.

Breaks and rest periods in Nevada

Nevada requires employers to provide paid 10-minute rest breaks for every 4 hours worked, and an unpaid 30-minute meal break for shifts over 8 consecutive hours.

Leaves of absence in Nevada

Nevada employers must comply with both federal and state leave requirements.

Jury duty leave

Under Nevada law, employees must be permitted to take unpaid leave for jury duty. Employers cannot penalize employees for being absent to serve on a jury.

Military leave

Under federal USERRA, employees who leave work for military service must be reinstated upon returning, without losing seniority or benefits.

Voting leave

Nevada employees are entitled to paid time off to vote in any statewide election if they don't have enough non-work time while polls are open.

Leave for school-related activities in Nevada

Employees who are parents, guardians, or custodians of a public school child are entitled to 4 hours of unpaid leave per school year for school-related activities (per child).

Pregnancy disability leave in Nevada

Nevada doesn't have its own pregnancy disability leave law, but unpaid leave is available through the FMLA. The Nevada Pregnant Workers' Fairness Act and the federal Pregnancy Discrimination Act provide additional protections.

Domestic violence leave

Employers are required to give workers employed for at least 90 days up to 160 hours of unpaid leave per 12-month period for acts of domestic violence against them or a close family member.

Paid sick leave in Nevada

Employers with 50 or more employees must provide paid leave. Employees accrue 0.01923 hours of leave for every hour worked, up to 40 hours per year. This paid leave may be taken for any reason.

Workplace safety in Nevada

Wildfire smoke protection (SB 260)

Effective January 1, 2026, Nevada's wildfire smoke standard (SB 260) requires employers with outdoor workers to:

• Monitor the air quality index (AQI) for outdoor work areas.

• Train workers on the health risks of wildfire smoke.

• Implement protective measures, including providing N95 respirators, when the AQI reaches 150 or higher.

• Communicate real-time air quality conditions to affected workers.

This is enforced by Nevada OSHA. All Nevada employers must adhere to Nevada's OSHA-approved state plan, which can set standards equal to or stricter than federal OSHA.

Discrimination and harassment laws in Nevada

Nevada has its own anti-discrimination law: the Nevada Equal Rights Commission (NERC) enforces protections against discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age (40+), disability, national origin, and pregnancy.

These protections apply to employers with 15 or more employees. Employees can file complaints with the NERC or the federal EEOC.

Training requirements for sexual harassment differ by state. In Nevada, private employers aren't required to provide sexual harassment training, but it is strongly encouraged.

In Nevada and across the US, employers aren't only liable for the discrimination and harassment they commit; they're also responsible for the behavior of their employees.

Unions in Nevada

Labor unions are formed when a group of employees work together to improve their working conditions. Under the National Labor Relations Act (NLRA), US employees have the right to organize, bargain collectively, take collective action, or refrain from union activity.

Under the NLRA, unions can't threaten employees and employers can't stop, discourage, or threaten employees who want to join a union. Nevada is not a right-to-work state, which means employees in unionized workplaces may be required to pay union dues as a condition of employment.

How Rippling supports Nevada labor law compliance

Nevada has some of the more employee-friendly labor laws in the country — including mandatory paid leave under SB 312, daily overtime requirements, cannabis accommodation rules, and new wildfire smoke safety standards under SB 260. Rippling helps Nevada employers track and manage these overlapping requirements in one platform.

• Rippling HR Services: helps Nevada employers manage HR compliance and onboarding, including support for Nevada's paid leave requirements, accommodation obligations, and workplace safety documentation.

• Rippling Payroll: automates Nevada's daily overtime calculations (over 8 hours/day for employees earning less than 1.5x minimum wage), weekly overtime, and minimum wage compliance, preventing costly payroll errors.

• Rippling HRIS: centralizes employee records and documentation, making it easy to track paid leave accrual, accommodation requests, and compliance history.

• Rippling Time and Attendance: tracks daily and weekly hours, leave accrual under SB 312, and scheduling to ensure Nevada's overtime and paid leave requirements are met consistently.

• Rippling Compensation Management: centralizes headcount planning and compensation management so employers can maintain pay equity, set consistent salary ranges, and meet Nevada's salary range disclosure requirements under SB 293.

• Rippling LMS: delivers ready-to-use compliance and harassment training courses, helping employers meet training best practices and reduce legal risk across their workforce.

FAQs about Nevada labor and employment laws