It’s important to stay up to date on all of the employment laws in your state so that you can maintain compliance in your business. We did some of the hard work for you and put some of the most important Nevada statutes in one place so you can either learn them for the first time or give yourself a refresher. 

However, remember that our summary is not qualified legal advice, laws are always subject to change, and they can vary from municipality to municipality. 

It’s up to you to make sure you’re compliant with all laws and statutes in your area. Consult with a qualified lawyer and/or your local government agencies if you have questions or concerns. 

Here are a few Nevada labor laws every small business owner should know.

Resources

First, here are a few helpful links and resources for you to bookmark and refer back to:

Leave

  • Sick Days: Employers are not required to provide paid or unpaid sick leave but must comply with their own established policies if they choose to implement one. 
  • Medical Leave: Employers may be required to provide an employee unpaid sick leave in accordance with the Family and Medical Leave Act or other federal laws.
  • Vacation Leave: Employers are required to provide paid leave of at least 0.01923 hours for each hour or work performed. 
    • The law exempts any employer who provides at least the same amount of leave pursuant to a contract, policy, CBA or other agreement; temporary, seasonal or on-call employees; and employers in the first two years of operation.
    • Employees can use their leave on the 90th calendar day of employment.
    • Employees do not have to provide a reason for use of leave, but must provide notice as soon as practicable of the need to use paid leave.
    • Employers may cap use of leave to 40 hours per year and may limit the use of daily leave to a minimum of 4-hour time blocks.
    • Employers can cap amount of accrued paid leave that carries over each year to 40 hours.
    • Upon separation, employers are not required to compensate for any unused available paid leave, subject to a limited exception.
  • Jury Duty: An employer is not required to provide paid time off for an employee to serve on a jury or respond to a jury summons, but the employee cannot be penalized for doing so. 
    • Employers may not require employees to use any available sick leave or vacation time to respond to a jury summons. 
    • Employers may not require employees to work between 5 p.m. and 3 a.m. the following day on the day of the jury summons if the employee spent 4 hours or more for jury duty. 
  • Holiday Leave: Employers are not required to provide holiday leave. 
  • Voting Leave: Paid voting leave must be provided to employees if it is impractical for them to vote before or after work. 
    • The employee must be given:
      • 1 hour if the voting place is 2 miles or less from the workplace
      • 2 hours if the voting place is more than 2 miles but 10 miles or less from the workplace.
      • 3 hours if the voting place is more than 10 miles from the workplace. 
    • Employers are allowed to set the leave time to vote to minimize the impact on the workplace. 
  • Bereavement Leave: Employers are not required to provide bereavement leave. 

Final Paycheck

  • Employees who are fired or laid off must be paid all due wages immediately. 
  • Employers have until the next scheduled payday or 7 days to pay employees due wages if they quit, whichever comes first. 

Minimum Wage

  • The current minimum wage in Nevada is $7.25 for employees who are offered health benefits and $8.25 for employees who are not offered health benefits. 
  • The minimum wage will increase over the next few years as follows:
    • If health benefits are provided:
      • July 1, 2020 – $8.00
      • July 1, 2021 – $8.75
      • July 1, 2022 – $9.50
      • July 1, 2023 – $10.25
      • July 1, 2024 – $11.00
    • If health benefits are not provided:
      • July 1, 2020 – $9.00
      • July 1, 2021 – $9.75
      • July 1, 2022 – $10.50
      • July 1, 2023 – $11.25
      • July 1, 2024 – $12.00
  • The minimum wage must be reviewed annually and increased by the percentage the cost of living has changed from the prior year. 

Tipped Wages

Nevada does not have a separate minimum wage for tipped workers, and employers may not count an employee’s tips as a credit towards their minimum wage obligation. 

Child Labor

  • Minors 14 and 15 years of age need written permission from a district court judge, and then can only work as a performer or in artistic, athletic, creative and intellectual industries. 
    • The guardian of the minor must set aside 15-50% of all earnings. 
    • Minors in this age group are subject to the following time restrictions:
      • When school is in session:
        • They may not work during school hours unless they are performing in a motion picture. 
        • On school days, they may not work more than 3 hours a day.
        • On non-school days, they may work a maximum of 8 hours. 
        • They may work a maximum of 18 hours a week. 
        • They may not work earlier than 7 a.m. or after 7 p.m.
      • When school is not in session:
        • They may work a maximum of 8 hours a day. 
        • They may work a maximum of 40 hours a week. 
        • They may not work before 7 a.m. or after 7 p.m. 
  • Minors 16 and 17 years of age may not work in an establishment that serves or sells alcohol. 
    • Minors in this age group are subject to the following time restrictions:
      • When school is in session:
        • They may not work during school hours unless they are performing in a motion picture. 
        • They may work a maximum of 8 hours a day. 
        • They may work a maximum of 48 hours a week. 
        • They may not work earlier than 7 a.m. or after 7 p.m.
        • If delivering goods or messages, they may work between the hours of 5 a.m. and 10 p.m.
      • When school is not in session:
        • They may work a maximum of 8 hours a day. 
        • They may work a maximum of 4 hours a week. 
        • They may not work before 7 a.m. or after 7 p.m. 
        • If delivering goods or messages, they may work between the hours of 5 a.m. and 10 p.m.

Meal and Rest Breaks, Overtime

  • Employers must pay non-exempt employees an overtime rate of 1 ½ times the regular rate when they work more than 40 hours in a workweek.
  • If an employee normally earns less than 1 ½ times the minimum wage, they must be paid the overtime rate when they work more than 8 hours in a day. 
  • Employers must provide a meal period of at least 30 minutes for employees who work 8 consecutive hours and a paid break of at least 10 minutes for every 4 hours worked. 

Employment Discrimination

  • It is illegal for an employer to discriminate on the basis of race, national origin, color, religion, sex/gender, sexual orientation, age (over 40) and disability. 
  • Click here to read our blog on what acceptable and unacceptable questions to ask during an interview.       

Termination

Nevada is an employment-at-will state, which means that without a written employee contract, employees can be terminated for any reason at any time, provided that the reason is not discriminatory and that the employer is not retaliating against the employee for a rightful action. 

Shift Scheduling

There are currently no laws regarding shift scheduling in Nevada.

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