Nevada imposes worker-forward scheduling and leave standards within its right-to-work landscape. State rules span a statewide paid-leave mandate, daily overtime for long shifts, and required meal and rest breaks, creating clear guardrails while leaving many other benefits and policies to employer discretion.
When it comes to talent and workforce management, Nevada-based employers need to comply with the following state employment laws:
The below information was last updated September 9, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to US labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Nevada is one of 26 states that currently have right-to-work laws.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Nevada Minimum Wage | The state of Nevada uses its own minimum wage rate of $12.00 per hour, but doesn’t allow tipped minimum wages for employees who earn tips with their base pay. |
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Nevada Overtime Pay Laws |
According to state law, overtime pay in Nevada is calculated at 1.5 times the employee’s regular pay rate when working over 40 hours a week, 8 hours in a workday, or over 10 hours in a workday if working a four-day, ten-hour-a-day work schedule. |
| Nevada Pay Equity Law | Under Nevada’s Wage and Hour law, no employer in Nevada may discriminate between employees, employed within the same establishment, on the basis of sex by paying lower wages to one employee than the wages paid to an employee of the opposite sex who performs equal work which requires equal skill, effort, and responsibility, and which is performed under similar working conditions. Additionally, Nevada's Employment Practices law protects individuals from discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, or national origin. |
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Nevada Pay Transparency Law |
In October 2021, Nevada passed Senate Bill 293 and became one of 15 states (plus Washington D.C.) to have pay transparency laws. All employers must provide candidates with salary information for any role the applicant interviewed for. |
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Nevada Final Paycheck Law |
In Nevada, employees who voluntarily resign from a job must receive their final paycheck by the next regular payday or within seven days, whichever is earlier. Involuntarily terminated employees must receive their final paycheck immediately. |
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Nevada PTO Payout Laws |
Nevada doesn’t have specific PTO payout requirements, as it bases such decisions on an employer's policy. It also has no regulations regarding the use of “use-it-or-lose-it" policies, but the state’s paid leave law allows employees to carry over up to 40 hours of leave per year. |
| Nevada Paid Sick Leave (PSL) | Nevada currently requires employers to provide employees with up to 40 hours of paid, protected leave under its Paid Leave Act. Moreover, employees must accrue one hour of paid leave for every 52 hours worked. |
| Nevada currently has no PFML laws or regulations. However, employers with 50 or more employees must still comply with the federal Family and Medical Leave Act (FMLA), which provides eligible employees with up to 12 weeks of unpaid leave every 12 months for various reasons. | |
| Nevada Maternity Leave | Nevada doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Since the state also doesn’t have a mandated PFML program, employees must instead use FMLA leave or another type of employer-provided leave. |
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Nevada Voting Leave Law |
Under Nevada Revised Statute (NRS) 293.463, Nevada-based employers must provide employees with as much time as needed based on the distance to the polling location. If an employee is unable to vote before or after their hours of employment, they may request paid time off to vote, but must do so before election day. The length of time the voter may request off depends on how far apart their place of employment and polling place are:
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All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Nevada, however, also adopted and imposes additional, OSHA-approved regulations that exceed those federal standards, such as mandatory training requirements for construction and entertainment workers. Nevada’s State OSHA Plan is governed by the Division of Industrial Relations.
Nevada Administrative Code (NAC) 608.145 requires employers with two or more employees to provide said employees with a thirty-minute meal break if they work eight or more consecutive hours.
Nevada employers must also provide employees with a paid ten-minute rest break for every four hours or a major fraction thereof the employee works.
As described by NRS 613.333 and enforced by the Nevada Equal Rights Commission, employers in Nevada are prohibited from discriminating against employees based on:
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Nevada also requires employers to comply with specific anti-harassment mandates, also outlined in statute 613.333. Employers must not, for example, fire, demote, or otherwise punish employees who report sexual harassment or participate in an investigation.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Nevada Non-Compete Agreement Laws | Nevada is one of several states that limit the use of non-compete agreements. Under NRS 613.195, the agreement must be supported by valuable consideration. They may not impose excessive restraints, undue hardship, or inappropriate restrictions. They also may not restrict former employees from providing services to former customers or clients if certain conditions are met. Finally, employers may not willfully prevent former employees from obtaining employment in Nevada. A non-compete agreement may not apply to an employee who is paid solely on an hourly basis, exclusive of any tips or gratuities. |
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Nevada Retirement Plan Laws |
Nevada is one of a handful of states with a mandatory retirement plan law. The Nevada Employee Savings Trust (NEST) Program requires employers with more than five employees, who have been in business for at least 3 years, and that do not already offer a workplace retirement plan, to register or certify their exemption. |
| Nevada Pre-Employment Inquiries Laws | Nevada's Fair Chance in Hiring Initiative prohibits public employers from asking a job applicant about conviction history prior to a final interview or a conditional offer of employment, unless otherwise exempt. Note, private employers are not covered by this law. |
| Nevada Lactation Law | NRS 608.0193 requires an employer to provide an employee who is the mother of a child under one year of age with reasonable break time, with or without compensation, for the employee to express breast milk as needed; and a place, other than a bathroom, that is reasonably free from dirt or pollution, protected from the view of others and free from intrusion by others, where the employee may express breast milk. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
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