Nevada Employment Law — full calculator

Frequently Asked Questions

• What are Nevada's overtime rules in 2026?

  Nevada requires 1.5× overtime pay after 8 hours in a single workday for employees earning less than $18.00/hr (1.5× the $12.00/hr minimum wage), in addition to the standard federal 40-hour weekly threshold. Employees earning $18.00/hr or more are subject only to the weekly rule. A written 4/10 schedule agreement waives the daily rule. (NRS § 608.018, as of 2026)

• When must Nevada employers issue a final paycheck?

  Within 3 days if the employee was fired or discharged, and within 7 days or by the next scheduled payday (whichever comes first) if the employee quit. Late payment triggers a daily-wage penalty of up to 30 days plus a potential $5,000 administrative fine. (NRS § 608.040, as of 2026)

• Are non-compete agreements enforceable in Nevada?

  Yes, but with restrictions. Under NRS § 613.195, a non-compete must be supported by valuable consideration, must not impose a greater restraint than necessary, and must not cause undue hardship. Courts may 'blue pencil' (revise) overly broad agreements rather than void them entirely. Non-competes linked to a layoff or RIF are enforceable only while the employer continues paying wages, benefits, or severance.

• Does Nevada require employers to provide meal and rest breaks?

  Yes. Nevada law requires a 30-minute unpaid meal break after 8 hours of continuous work, and a paid 10-minute rest break for every 4 hours worked (or major fraction thereof). Employees working fewer than 3.5 hours are not entitled to a rest break. The federal FLSA imposes no such requirements. (NRS § 608.019, as of 2026)

• Does Nevada have a mandatory paid sick leave law?

  Yes, for employers with 50 or more employees. Under NRS § 608.0197 (SB 312, effective January 1, 2020), covered employees accrue paid leave at 0.01923 hours per hour worked (approximately 40 hours per year). Up to 40 hours carry over each benefit year. Employers in their first two years of operation are exempt.

• What is the minimum wage in Nevada in 2026?

  Nevada's minimum wage is $12.00/hr as of 2026, unified for all employees regardless of whether the employer offers health insurance (the two-tier system was eliminated effective July 1, 2024). This is well above the federal floor of $7.25/hr.

• Can Nevada employers pay tipped workers less than minimum wage?

  No. Nevada prohibits tip credits under NRS § 608.160. Tipped employees (servers, bartenders, valets, etc.) must receive the full $12.00/hr minimum wage plus all tips on top. Employers cannot count tips toward the minimum wage obligation, unlike the federal FLSA which allows a $2.13/hr cash wage for tipped workers.

• What happens if my Nevada employer fails to pay my final paycheck on time?

  You can file a wage claim with the Nevada Office of the Labor Commissioner (labor.nv.gov). The employer may owe you a daily-wage penalty for up to 30 days plus a $5,000 administrative fine. You may also pursue a private civil action in court. Act promptly — wage claims are subject to a 2-year statute of limitations.

• Is Nevada's sick leave law the same as FMLA?

  No. Nevada's paid leave law (NRS § 608.0197) is separate from the federal Family and Medical Leave Act (FMLA). FMLA provides up to 12 weeks of unpaid, job-protected leave for qualifying serious health conditions. Nevada's paid leave is for shorter-duration needs and accrues as a general paid leave bank, not restricted to medical use.

• Can Nevada cities or counties set their own minimum wage above $12.00/hr?

  No. Nevada state law preempts local governments from enacting minimum wage rates different from the statewide standard. The $12.00/hr minimum wage applies uniformly throughout Nevada as of 2026.