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Nevada Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Stay compliant with New Mexico labor laws in 2025. Find out the latest on wages, overtime, employee and employer rights, and more.
What’s New in 2025?
Nevada Meals and Breaks
30 MinutesFor Lunch Breaks
10 MinutesFor Rest Breaks
Nevada employers must also provide full-time employees with a paid 10-minute break for every three and a half hours worked and another 10-minute break after seven hours of continuous work.
However, these rest breaks apply only to full-time employees working at locations with more than two employees.
Nevada Leave and Paid Time Off (PTO)
All employers in Nevada must provide employees with family and medical leave. Eligible employees with a qualifying leave event are entitled to up to 12 or 26 work weeks of job-protected leave.
The following are some qualifying leave events for 12 work weeks of Family and Medical Leave.
- Employee’s incapacity due to serious health condition
- Birth of or bonding with a newborn son or daughter
- Caring for a child, spouse, or parent with a serious health condition
Employees who are a service member’s spouse, daughter, son, parent, or next of kin caring for a military member or qualifying veteran with a serious injury or illness can be eligible for 26 work weeks.
Employers with more than 50 employees must offer 40 hours of paid sick leave for employees who work 40 hours a week.
Employers in Nevada who have at least 50 employees are required to offer vacation leaves, which can be limited to 40 hours per year.
Employees are entitled to a vacation leave after 90 days of employment.
Employers in Nevada must provide time off for employees serving on a jury or responding to a jury summons, and they should not be penalized for taking a jury duty leave.
Employees are not required to work between 5 p.m. and 3 a.m. the next day of the jury summons if the jury duty will be four hours or more.
Employers in Nevada are required to provide voting leave for employees if it is inconvenient or impractical to vote before or after work. Depending on the distance of the workplace from the voting place, employees can have up to three hours of voting leave.
Employers with up to 50 employees must provide up to four hours of parental leave per child to attend or participate in school-related activities.
Employers in Nvada are not mandated to provide bereavement leave. However, most employers offer it following their own company policies or practices.
Employers in Nevada are required to provide job-protected leaves for employees who perform military service.
When the employee returns from military service and requests to be restored to their previous position, the employer should determine if they are entitled to return and fill what particular position.
Employees who have worked at least 90 days and are victims of domestic violence or sexual assault may take up to 160 hours of protected leave.
They are also entitled to this protected leave if they have a family or household member who is a victim of domestic violence or sexual assault.
Here are state-specific labor laws for you to explore:
- Wisconsin Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Colorado Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Indiana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Oklahoma Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Vermont Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Arkansas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- New York Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Kentucky Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Michigan Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Florida Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Hawaii Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Ohio Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Montana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Nevada Wages and Overtime
$12.00 /hourMinimum Wage
Assembly Bill 456 increased the minimum wage in Nevada in increments of 75 cents yearly over a five-year period. The final increase became effective on July 1, 2024, bringing Nevada’s minimum wage to $12 per hour. This is expected to remain the minimum wage in 2025.
1.5x HourlyOvertime Rate
Nevada employees earning 1.5 times the minimum wage ($18 per hour) or more are eligible for overtime pay that’s 1.5 times their regular rate if they work more than 40 hours per week.
Meanwhile, employees earning less than $18 per hour are eligible for overtime at 1.5 times their regular rate if they work for more than eight hours in a 24-hour period or if they work more than 40 hours per week.
2x MonthlyPay Frequency
Under Nevada law, employers must provide compensation for their employees on a semi-monthly basis (every two weeks). However, professional, executive, and administrative employees are exempt from this law and can get their paychecks monthly.
That said, employers can have a different payroll period, provided that employees agree to the terms in writing.
Nevada eliminated its two-tier minimum wage system reducing the required minimum wage if the employer offers qualified health benefits. Effective July 1, 2024, the minimum wage of $12 applies to all employees in Nevada.
Beginning January 1, 2025, the minimum salary for exemptions to apply is $1,128 per week.
In addition to this salary threshold, employees must perform specific job duties, such as professional, managerial, or executive functions, to qualify for an exemption.
Other exemptions to minimum wage requirements in Nevada include:
- Casual babysitters
- Agricultural workers
- Independent contractors
- Taxicab and limousine drivers
- Domestic workers who reside in households
- Outside salespeople, provided their earnings are based on commissions
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See how it worksNevada Prevailing Wages
$31.26Sprinkler Fitter-Journeyman
This prevailing wage rate includes the base rate for sprinkler fitters and all applicable fringes.
$136.69Diver
This prevailing wage rate includes the base rate for divers in pile driving and all applicable fringes.
Prevailing wages in Nevada are the wages set by law for any public work projects. These laws typically imply that the hourly and daily wage rates paid to employees must at least match the pay rate for similar jobs in the region where the work is located.
These laws apply to all public works projects wholly or partially funded by public funds and have a contract price exceeding $100,000. However, there are certain exemptions to Nevada prevailing wage laws. For instance, these laws don’t apply to:
- Contracts related to the normal operation or maintenance of the public body
- Contracts related to disaster or emergency response
- Any contracts involving railroads
- Any construction work commissioned by the Nevada System of Higher Education with an estimated cost of less than $100,000, even though the contract qualifies as a public works project
According to Nevada prevailing wage laws, the wage rate for public works projects must not be less than the prevailing wages in the region where the work is located. These wages are typically determined through surveys conducted by the Nevada Office of the Labor Commissioner.
You can find current prevailing wages in Nevada on the Commissioner’s website. The wage rates are set in October every odd year (2025, 2027 etc.).
Nevada Prevailing Wage Resources
Nevada Child Labor Laws
14 – 15 Years
Laws in Nevada for children 14 and 15 years
Minors who are 14 and 15 years old can only work as a performer or in an artistic, creative, athletic, and intellectual industry if they have a written permission from a district court judge.
Their guardians must also set aside 15% to 50% of their earnings.
Minors cannot work during school hours, unless they are performers in a motion picture.
When school is in session, they can only work up to three hours per day. On non-school days, they can work up to eight hours per day and a maximum of 18 hours per week.
Their work schedules should only be between 7 a.m. to 7 p.m.
When school is not in session, they can work up to 8 hours a day and a maximum of 40 hours per week, with schedules between 7 a.m. to 7 p.m. only.
Here are other state-specific labor laws to look into:
- Tennessee Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Georgia Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Mississippi Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Kansas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Maryland Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Pennsylvania Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Louisiana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Texas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Utah Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Maine Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Delaware Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- South Dakota Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Other Essential Nevada Labor Laws
Health and Safety Standards in Nevada
The Nevada Occupational Safety and Health Act, NRS Chapter 618, provides allocations for health protection and job safety for workers by promoting safe and healthy working conditions throughout the state.
All Nevada workplaces must submit to compulsory health and safety inspections. The Nevada OSHA Act requires that an authorized representative of each party (employer and employees) be allowed to accompany the inspector during the inspection.
In the absence of an authorized employee during the inspection, the inspector is authorized to consult with a reasonable number of employees concerning the health and safety conditions of the workplace.
In Nevada, employers must…
- Provide safe and healthy working environments free from any known hazards likely to cause death or serious physical harm
In Nevada, employees should…
- Comply with occupational and health standards. This includes all rules, standards, and regulations stipulated in the act that refer to the employee’s actions and conduct on the job.
- File their complaints at the nearest Nevada OSHA office to request an inspection if they believe their workplace has unsafe or unhealthy conditions. The act protects employees from discharge or discrimination for filing health and safety complaints.
Report health and safety violations (unsafe working conditions) in Nevada to…
- Employees: Nevada Occupational Safety & Health Administration (OSHA)
- Employees: Occupational Safety & Health Enforcement (OSHA), Workers and Training
- Employers: State of Nevada Department of Business & Industry Industrial Relations (DIR), OSHA Employers
Hiring and/or Firing Employees in Nevada
Nevada is an at-will employment state. This means that employees can be terminated at any point and for any reason, provided it is not discriminatory.
This means that employers cannot fire employees based on race, physical disability, religion, nation of origin, sexual orientation, gender identity, genetic information, sex, color, and age.
Nevada has strict right-to-work laws prohibiting employers from denying or discontinuing employment because of membership or nonmembership to a specific labor organization.
While not required by law, employers may consider an applicant’s criminal history during pre-employment screening. While at it, employers are allowed to inquire or obtain records about an applicant’s convictions or any other incidents the applicant is involved in within the criminal justice system, including parole and probation.
Nevada doesn’t have any laws regarding drug testing of employees. However, employers are allowed to perform drug testing consistently as long as it is fair and meant to ensure that employees don’t report to work while intoxicated, consume drugs and alcohol while on duty, or unlawfully possess or use drugs while on duty.
Nevada is an equal opportunity employer and does not discriminate against employees or applicants based on race, color, sex, national origin, age, religion, sexual orientation, pregnancy, disability, and genetic information.
Anti-Discrimination Laws in Nevada
All job postings in Nevada must comply with state and federal anti-discrimination laws. In job postings, it is illegal to include statements or language that discriminate against individuals.
Additionally, while it is not mandatory, employers include an equal opportunity employment statement on job postings to demonstrate their commitment to fair employment practices.
Nevada’s anti-discrimination laws also extend to the interview process. Employers are required to adhere to anti-discrimination laws. They can’t ask questions that may inquire into an applicant’s protected characteristics, including age, marital status, or religion. The questions asked should be based only on qualifications and job-related skills.
Employers must provide reasonable accommodation to persons with disabilities during the interview process. This includes everything from ensuring accessibility for interviewees to providing necessary aid.
Employers must adhere to fair employment practices. As such, employers should make hiring decisions based on merit, qualifications, and job-related criteria. Employment decisions shouldn’t be made based on factors influenced by an applicant’s protected characteristics.
Employers in Nevada may not discriminate against job applicants based on…
- Race
- Color
- Religion
- Sex
- Sexual orientation
- National origin
- Age
- Gender identity/gender expression
- Disability
- Genetic information
- Criminal background
- Other protected characteristics
Employee Resignation or Termination in Nevada
As an at-will employment state, Nevada law stipulates that any employment relationship is presumed to be terminated at either party’s will. Employers and employees may choose to terminate their working relationship for any reason, provided that the reason for termination does not violate public policy.
Unemployment Benefits in Nevada
Workers in Nevada are eligible for unemployment benefits if they…
- Become unemployed through no fault of your own
- Able and available to work
- Actively seeking employment
- Earned at least a minimum amount in wages before being unemployed
Use this website to start your application for unemployment benefits in Nevada:
Nevada Department of Employment, Training and Rehabilitation (DETR)
COBRA Benefits in Nevada
Separated employees in Nevada may extend employer-provided health care coverage through COBRA, which stipulates…
- An employee and any of their enrolled dependents have up to 18 months of continued coverage if they have a reduction in work hours or if their employment was terminated for any reason, except gross misconduct.
Final Paychecks in Nevada
Separated employees in Nevada must receive their final paychecks…
- If an employee decides to quit, their employer must give them their final paycheck on the next regular payday or within seven days of the employee quitting.
- Like laid-off employees, the final paycheck should include all accumulated wages since their last paycheck and any other compensation the employee has earned since their last paycheck.
- Nevada law does not provide any provisions for severance pay, but some employers may choose to offer it.
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See how it worksNevada Recordkeeping Requirements
Employers in Nevada must keep employment and payroll records under the Fair Labor Standards Act (FLSA).
1 Year
Employers must retain these documents for at least one year:
All employment records from the employee’s termination date
2 Years
Employers must retain these documents for at least two years:
- Timecards
- Wage rates and wage rate tables
- Wage additions and deductions
- Shipping and billing records
- Job evaluations
- Collective bargaining agreements
- Seniority and merit systems
3 Years
Employers must retain these documents for at least three years:
- Payroll records
- Employment contracts
- Agreements
- Notices
- Certificates
- Collective bargaining agreements
- Sales and purchase records
- Completed copies of employees’ I-9s
Penalties for Labor Law Noncompliance in Nevada
Noncompliance with Nevada labor laws can result in various penalties and fines. These penalties typically depend on the specific violation.
For instance, employers who fail to comply with the state’s minimum wage laws can face several penalties, including fines for underpayment and interest on the owed wages.
The Occupational Safety and Health Administration (OSHA) may impose fines and penalties for any employer or employee violating set laws.
Employers guilty of discrimination or harassment may also face penalties, including fines and potential damages awarded to the affected employees.
Some compliance issues may result in more strict penalties, including jail time and heavy fines. For instance, failure to pay employee wages may result in fines and lawsuits, while violation of child labor laws may lead to fines, penalties, and even jail time.
In Nevada, labor law violations are investigated and addressed by…
Further Details on Other Nevada Labor Laws
Besides the laws mentioned above, Nevada labor laws also include several other provisions that may be applicable in certain situations. For instance, the state has strict whistleblower laws to ensure workers can exercise their legal rights without fear of negative repercussions.
Nevada employees also have a right to engage in collective bargaining as stipulated in the Nevada Local Government Employee-Management Relations Act (NRS Chapter 288).
The Bottom Line on Nevada Labor Laws
Nevada labor laws are designed to protect both employers’ and employees’ rights. Everything from wage laws to child labor laws and workplace safety laws is designed to ensure a safe working environment with proper compensation while protecting vulnerable workers like minors and people with disabilities.
Noncompliance with these labor laws can lead to severe penalties, including fines and jail terms. Therefore, it is important to stay informed to remain compliant.
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In 2025, Nevada’s minimum wage will remain at $12 per hour. This rate was established following a series of increases that culminated on July 1, 2024, when the state transitioned to a single-tier minimum wage system, eliminating the previous two-tier structure that allowed for a lower wage if employers provided health benefits.
Yes, Nevada is an at-will employment state. This means that both employers and employees have the right to terminate the employment relationship at any time, for almost any reason, without prior notice.
Termination Flexibility: Employers can dismiss employees without cause, and employees can resign without notice or reason.
Exceptions to At-Will Employment: While at-will employment provides significant flexibility, there are important exceptions:
- Discrimination: Employers cannot terminate employees based on protected characteristics such as race, gender, age, disability, and other factors.
- Retaliation: Employees are protected from being fired for asserting their rights or engaging in legally protected activities, such as whistleblowing.
- Breach of Contract: If an employee has a written or implied contract that specifies terms of employment, that contract may override at-will status.
Public Policy Exceptions: Terminations that violate public policy—such as firing an employee for filing a workers’ compensation claim—are also prohibited.
Employees in Nevada typically cannot work more than eight hours in a single day without receiving overtime pay unless there is a mutual agreement to work longer hours under a different schedule (e.g., 10 hours per day for four days a week).
Any hours worked over eight in a day or 40 in a week are considered overtime and must be compensated at a rate of 1.5 times the employee’s regular hourly wage.
A workweek is defined as any seven consecutive days, and employers have flexibility in determining when this week starts.
Yes, Nevada allows for use-it-or-lose-it vacation policies. This means that employers can implement policies requiring employees to forfeit any unused vacation time after a specific date, such as the end of the year. Employers must ensure that their policies are clearly communicated and compliant with any applicable laws regarding paid leave.