🇺🇸 Nevada EMPLOYMENT LAW — 2026 UPDATE

Nevada Employment Law 2026

⚠️Informational only — not legal or tax advice.

Last Updated: January 15, 2026
Last Reviewed: January 15, 2026
Applicable Period: 2026
Jurisdiction: State of Nevada, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

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Introduction
Employment Law Framework in Nevada
Employee Rights in Nevada
Discrimination Laws in Nevada
Reasonable Accommodations
Employer Obligations in Nevada
Filing Complaints
Remote Work in Nevada
2026 Updates and Recent Changes
Resources
Frequently Asked Questions

Introduction

Nevada employment law establishes the legal framework governing the relationship between employers and employees throughout the Silver State. This comprehensive guide provides employees and employers with essential information about workplace rights, obligations, and protections under Nevada state law and applicable federal statutes.

Current as of 2026, this guide covers critical employment law topics including minimum wage requirements, overtime regulations, anti-discrimination protections, reasonable accommodation obligations, and complaint filing procedures. Nevada maintains specific employment standards that, in many cases, exceed federal requirements, particularly regarding daily overtime, rest breaks, and minimum wage levels.

This guide addresses the needs of both employees seeking to understand their workplace rights and employers working to maintain compliance with Nevada employment regulations. All information is derived from official government sources, including Nevada Revised Statutes (NRS), Nevada Administrative Code (NAC), and guidance from Nevada state agencies.

Topics covered in this guide:

Nevada’s employment law framework and at-will employment doctrine
Minimum wage, overtime, and wage payment requirements
Anti-discrimination laws and protected classes
Reasonable accommodation requirements
Employer compliance obligations and required postings
Filing complaints with appropriate agencies
Remote work considerations
2026 legislative updates

Primary government sources referenced:

Nevada Revised Statutes (NRS), Chapters 607, 608, and 613
Nevada Administrative Code (NAC), Chapter 608
Nevada Office of the Labor Commissioner
Nevada Equal Rights Commission (NERC)
U.S. Equal Employment Opportunity Commission (EEOC)
U.S. Department of Labor (DOL)

Employment Law Framework in Nevada

1.1 At-Will Employment Doctrine

Nevada follows the at-will employment doctrine, which governs most employment relationships in the state. Under this doctrine, either the employer or employee may terminate the employment relationship at any time, with or without cause, and with or without notice.

Statutory basis:

According to Nevada law, the at-will employment relationship is well-established through case law and statutory interpretation. While Nevada does not have a single statute explicitly defining at-will employment in the same manner as some states, the principle is firmly recognized in Nevada employment law.

Source: Nevada Revised Statutes Chapter 608 (Compensation, Wages and Hours)
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html

What at-will employment means for employees:

Employees working under at-will arrangements may resign from their positions at any time without providing advance notice or stating a reason, though professional courtesy typically involves giving notice. Employees are not required to complete any minimum term of employment unless bound by a specific employment contract.

What at-will employment means for employers:

Employers may terminate employees at any time for any lawful reason or no reason at all, without advance notice. However, employers cannot terminate employees for unlawful reasons, which constitutes a major limitation on the at-will doctrine.

Exceptions to at-will employment:

The at-will employment doctrine is subject to several significant exceptions under Nevada and federal law:

1. Public Policy Exception

Employers cannot terminate employees for reasons that violate Nevada’s public policy. This includes termination for:

Refusing to engage in illegal activity
Performing a public duty (such as jury service)
Exercising a statutory right (such as filing a workers’ compensation claim)
Reporting illegal employer conduct (whistleblowing)

Source: Nevada Revised Statutes § 613.340 (Unlawful employment practices: Discrimination for opposing unlawful practice)
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec340

2. Implied Contract Exception

Employment handbooks, policy manuals, or verbal promises may create an implied contract that modifies the at-will relationship. If an employer’s policies create a legitimate expectation of continued employment or specify termination procedures, these may be enforceable as contractual obligations.

3. Discrimination and Retaliation Exception

Federal and Nevada law prohibit termination based on protected characteristics or in retaliation for engaging in protected activities. Terminations violating anti-discrimination laws are unlawful regardless of at-will status.

Source: Nevada Revised Statutes Chapter 613 (Employment Practices)
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html

4. Express Contract Exception

Written employment contracts specifying employment terms, duration, or termination procedures override the at-will presumption. Collective bargaining agreements also modify at-will employment for unionized workplaces.

1.2 Labor Law vs. Employment Law: Understanding the Distinction

In Nevada, both “employment law” and “labor law” govern workplace relationships, but they address different aspects and cover different populations.

Employment Law (Primary Framework):

Employment law encompasses the broad range of statutes, regulations, and legal principles governing the relationship between individual employers and employees. This includes:

Wage and hour regulations (minimum wage, overtime, pay frequency)
Anti-discrimination and harassment protections
Workplace safety requirements
Leave entitlements
Hiring and termination standards
Individual employment contracts
Reasonable accommodations

Source: Nevada Revised Statutes Chapters 608 (Compensation, Wages and Hours) and 613 (Employment Practices)
Available at: https://www.leg.state.nv.us/nrs/

Employment law applies to virtually all employment relationships in Nevada, whether unionized or not, and forms the institutional framework for workplace regulation.

Labor Law (Subset Framework):

Labor law specifically addresses the rights of workers to organize, form unions, engage in collective bargaining, and participate in collective action. This includes:

Union formation and elections
Collective bargaining processes
Strikes and picketing
Unfair labor practices
Labor-management relations
Collective bargaining agreements

Source: Nevada Revised Statutes §§ 613.230-613.300 (Right to Work provisions)
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec230

Labor law primarily affects unionized workplaces and employees seeking to organize, though certain labor law protections extend to all workers.

Comparison Table: Employment Law vs. Labor Law

Aspect	Employment Law	Labor Law
Scope	Individual employer–employee relationships	Collective worker organization and bargaining
Coverage	All employees	Primarily unionized or organizing workers
Key topics	Wages, discrimination, safety, leave	Unions, collective bargaining, strikes
Primary agencies	Office of Labor Commissioner, NERC, DOL, EEOC	National Labor Relations Board (NLRB)
Nevada statutes	NRS 607, 608, 613 (most sections)	NRS 613.230–613.300, federal NLRA

When employment law applies: Employment law applies to all employment relationships in Nevada, regardless of union status. These protections form the baseline rights for all workers.

When labor law applies: Labor law applies primarily when workers are organizing, have formed a union, or are engaged in collective action. Nevada’s right-to-work status also affects labor law application.

1.3 Nevada’s Right-to-Work Status

Nevada is a right-to-work state. This status significantly affects labor law in the state.

Statutory basis:

According to Nevada Revised Statutes § 613.250:

“It is hereby declared to be the public policy of the State of Nevada that the right to work shall not be subject to undue restraint or coercion, and all persons shall have the right to obtain and retain employment without regard to membership in, affiliation with or financial support of any labor organization.”

Source: Nevada Revised Statutes § 613.250 (Agreements prohibiting employment because of nonmembership in labor organization prohibited)
Citation: NRS § 613.250
Official text: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec250
Last amended: 2010

What right-to-work means:

In Nevada, employees cannot be required to join a labor union or pay union dues as a condition of employment. Even in unionized workplaces with collective bargaining agreements, individual workers retain the right to refuse union membership without losing their jobs.

Employers and unions cannot enter into agreements requiring union membership or fee payment as a condition of employment.

Source: Nevada Revised Statutes § 613.260 (Certain contracts declared illegal and void)
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec260

Employee Rights in Nevada

2.1 Wage and Hour Rights

Nevada law provides comprehensive wage and hour protections that, in several respects, exceed federal requirements under the Fair Labor Standards Act (FLSA).

Minimum Wage

Current Nevada minimum wage (2026): $12.00 per hour

Effective date: July 1, 2024 (continuing through 2026)

Statutory authority: Nevada Revised Statutes § 608.250

According to NRS § 608.250, as amended effective July 1, 2024:

“Each employer shall pay to each employee of the employer a wage of not less than $12.00 per hour worked.”

Source: Nevada Revised Statutes § 608.250 (Requirement of employer to pay; incremental annual increase; penalty)
Citation: NRS § 608.250
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec250
Last amended: 2019 (with staged increases through 2024)

Important Note: Nevada Ballot Question 2, approved by voters in November 2022, eliminated the previous two-tier minimum wage system. Before July 1, 2024, Nevada maintained different minimum wage rates depending on whether employers offered qualifying health benefits. This distinction no longer exists—all employees must receive at least $12.00 per hour regardless of health benefit offerings.

Source: Nevada Office of the Labor Commissioner, Minimum Wage Bulletin
Available at: https://labor.nv.gov/
Published: 2024

Federal minimum wage comparison:

The federal minimum wage remains $7.25 per hour, as established by the Fair Labor Standards Act. Nevada’s minimum wage requirement exceeds the federal standard.

Source: Fair Labor Standards Act, 29 U.S.C. § 206
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section206&num=0&edition=prelim
DOL guidance: https://www.dol.gov/agencies/whd/minimum-wage

Tipped employees:

Nevada does not allow tip credits. Employers must pay tipped employees the full $12.00 per hour minimum wage. Tips are in addition to, not in lieu of, the minimum wage.

Source: Nevada Revised Statutes § 608.160 (Tips not to be credited as part of minimum wage)
Citation: NRS § 608.160
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec160

Exceptions to minimum wage:

Limited exceptions to Nevada’s minimum wage apply to:

Employees with disabilities holding special minimum wage certificates (being phased out by 2028)
Employees under 18 years old employed in first 90 days
Certain agricultural workers under specific conditions

Source: Nevada Revised Statutes § 608.250 and Nevada Administrative Code § 608.100
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec250 and https://www.leg.state.nv.us/nac/nac-608.html#NAC608Sec100

Overtime Requirements

Nevada maintains unique overtime requirements that differ significantly from federal law by requiring daily overtime in addition to weekly overtime.

Nevada daily overtime requirement:

According to Nevada Revised Statutes § 608.018:

“An employer shall pay 1 1/2 times an employee’s regular wage rate whenever an employee who receives compensation for employment at a rate less than 1 1/2 times the minimum rate prescribed pursuant to NRS 608.250 works:

(a) More than 40 hours in any scheduled week of work; or

(b) More than 8 hours in any workday unless by mutual agreement the employee works a scheduled 10 hours per day for 4 calendar days within any scheduled week of work.”

Source: Nevada Revised Statutes § 608.018 (Compensation for overtime: Requirement; exceptions)
Citation: NRS § 608.018
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec018
Last amended: 2009

Who qualifies for daily overtime:

Employees earning less than 1.5 times the minimum wage (less than $18.00 per hour in 2026) qualify for daily overtime after 8 hours in a workday, in addition to weekly overtime after 40 hours.

Calculation: $12.00 (minimum wage) × 1.5 = $18.00 per hour threshold

Who receives only weekly overtime:

Employees earning $18.00 per hour or more receive overtime only after working more than 40 hours in a scheduled week, consistent with federal FLSA requirements.

Source: Nevada Revised Statutes § 608.018
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec018

Alternative work schedule exception:

By mutual agreement, employees may work four 10-hour days without triggering daily overtime, but weekly overtime (over 40 hours) still applies.

Federal overtime requirements:

The Fair Labor Standards Act requires overtime pay at 1.5 times the regular rate for all hours worked over 40 in a workweek. Nevada’s daily overtime requirement provides additional protection beyond federal law.

Source: Fair Labor Standards Act, 29 U.S.C. § 207
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207&num=0&edition=prelim
DOL guidance: https://www.dol.gov/agencies/whd/overtime

Overtime exemptions:

Certain employees are exempt from Nevada overtime requirements, including:

Employees not covered by minimum wage provisions
Outside buyers regularly engaged in purchasing for resale
Employees in retail/service businesses earning more than 1.5 times minimum wage with over 50% commission-based compensation
Bona fide executive, administrative, or professional employees
Employees covered by collective bargaining agreements providing alternative overtime provisions
Various transportation workers (drivers, mechanics for motor carriers)
Agricultural workers under specific conditions
Outside salespeople earning commissions
Automobile/truck/farm equipment salespersons and mechanics

Source: Nevada Revised Statutes § 608.018(3)
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec018

Meal and Rest Breaks

Nevada law requires paid rest breaks and establishes specific meal break requirements, exceeding federal law which does not mandate breaks for adult employees.

Rest breaks (paid):

According to Nevada Revised Statutes § 608.019:

“In each work period of 8 hours, employees must be provided one paid rest period of 10 minutes for each 4 hours worked, or major fraction thereof.”

Source: Nevada Revised Statutes § 608.019 (Periods for meals and rest)
Citation: NRS § 608.019
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec019

Rest break requirements:

Continuous 8-hour work period: Minimum of two 10-minute paid rest breaks
4-hour work period: Minimum of one 10-minute paid rest break
Less than 3.5 hours: No rest break required
Rest breaks are paid working time

Meal breaks (unpaid):

For continuous work periods, Nevada requires:

8+ hour shift: Employees must receive at least one 30-minute meal period
Meal periods of at least 30 minutes may be unpaid if employee is completely relieved of duties

Source: Nevada Revised Statutes § 608.019
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec019

Timing of breaks:

According to Nevada Office of the Labor Commissioner guidance:

“Rest periods must be scheduled as near as possible to the midpoint of the work period.”

Source: Nevada Office of the Labor Commissioner, Wage and Hour Guidance
Available at: https://labor.nv.gov/

Exception for collective bargaining:

Meal and rest break provisions may be modified by collective bargaining agreements or with permission from the Labor Commissioner under certain circumstances.

Federal comparison:

Federal law under the FLSA does not require meal or rest breaks for adult employees. Nevada’s requirements provide protection beyond federal standards.

Source: U.S. Department of Labor, Wage and Hour Division
Available at: https://www.dol.gov/general/topic/workhours/breaks

Wage Payment Requirements

Nevada law establishes strict requirements for the frequency, timing, and method of wage payments.

Payment frequency:

Employers must pay wages at least semi-monthly (twice per month).

According to Nevada Revised Statutes § 608.060:

“Wages earned and unpaid before the 1st day of any month become due and must be paid within 15 days thereafter. Wages earned and unpaid before the 16th day of the month become due and must be paid before the last day of the month in which the wages were earned.”

Source: Nevada Revised Statutes § 608.060 (Time for payment)
Citation: NRS § 608.060
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec060

Final paycheck requirements:

Nevada law establishes specific timeframes for final wage payments depending on the circumstances of employment termination.

For terminated employees:

According to Nevada Revised Statutes § 608.020:

“When any employee is discharged or laid off from the employment of an employer, the employer shall have ready for payment to the employee at the time of discharge or laying off, his or her wages earned up to the time of discharge or laying off.”

Final wages are due immediately upon termination.

Source: Nevada Revised Statutes § 608.020 (Payment when employee discharged or quits: Penalty)
Citation: NRS § 608.020
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec020

For resigning employees:

Employees who resign or quit must receive final wages no later than:

The next regular payday, or
Seven days after resignation, whichever comes first

Source: Nevada Revised Statutes § 608.020
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec020

Penalty for late payment:

Employers who willfully fail to pay wages when due may be liable for the employee’s wages plus a penalty equal to the employee’s daily wage for each day payment is delayed, up to 30 days.

Source: Nevada Revised Statutes § 608.020
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec020

Permissible wage deductions:

Employers may only make deductions from employee wages for:

Amounts required by law (taxes, child support, garnishments)
Contributions to benefit programs voluntarily authorized by employee in writing
Other deductions specifically authorized by employee in writing for a specific purpose, pay period, and amount

Source: Nevada Revised Statutes § 608.110 (Deductions from compensation of employee)
Citation: NRS § 608.110
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec110

Prohibited deductions:

Nevada law specifically prohibits:

Blanket authorizations for wage deductions
Deductions for business expenses
Deductions for uniforms or required equipment (must be provided by employer at no cost)
Deductions that reduce wages below minimum wage

Source: Nevada Revised Statutes §§ 608.110, 608.165
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html

Wage decrease notification:

Employers must provide written notice to employees at least 7 days before implementing any wage reduction.

Source: Nevada Revised Statutes § 608.100
Citation: NRS § 608.100
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec100

2.2 Paid Leave Requirements

Nevada requires certain employers to provide paid leave to eligible employees.

Paid Leave for Employers with 50+ Employees

Nevada law requires employers with 50 or more employees to provide paid leave.

According to Nevada Revised Statutes § 608.0197:

“An employer who employs 50 or more employees shall provide to each employee employed by the employer paid leave that: (a) May be used for any reason chosen by the employee; (b) Is accrued at a rate of not less than 0.01923 hour for each hour of work performed by the employee; (c) May be accrued by the employee at a rate of not more than 40 hours per benefit year; and (d) Must be compensated at the rate of pay at which the employee is compensated at the time such leave is taken.”

Source: Nevada Revised Statutes § 608.0197 (Employer required to provide paid leave)
Citation: NRS § 608.0197
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec0197
Effective: January 1, 2020

Key requirements:

Employer coverage: Applies to employers with 50 or more employees
Accrual rate: 0.01923 hours per hour worked
Annual cap: Employees may accrue up to 40 hours per benefit year
Usage: Employees may use paid leave for any reason
Compensation rate: Paid at employee’s regular rate when leave is taken
Carryover: Unused leave may carry over (employer may cap usage)

Source: Nevada Revised Statutes § 608.0197
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec0197

Startup exemption:

Employers are not required to comply with paid leave requirements during their first two years of operation.

Source: Nevada Revised Statutes § 608.0197
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec0197

Use of Sick Leave for Family Members

When employers provide sick leave (whether required by law or voluntarily), Nevada law requires that employees be allowed to use available sick leave to assist immediate family members with medical needs.

According to Nevada Revised Statutes § 608.01975:

“If an employer provides to an employee paid or unpaid sick leave, the employer shall allow the employee to use such sick leave to assist a member of the employee’s immediate family.”

Source: Nevada Revised Statutes § 608.01975 (Employer required to allow employee use of sick leave to assist member of immediate family with medical need)
Citation: NRS § 608.01975
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec01975
Effective: 2019

Immediate family definition:

The statute defines “immediate family” as:

Spouse
Domestic partner
Child
Parent of employee or employee’s spouse/domestic partner
Grandparent of employee or employee’s spouse/domestic partner

Employer limitations:

Employers may limit the amount of sick leave used for family member care to the same amount the employee could use for their own medical needs.

Source: Nevada Revised Statutes § 608.01975
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec01975

No State Paid Sick Leave Mandate (for employers under 50 employees)

Nevada does not have a statewide paid sick leave mandate for employers with fewer than 50 employees beyond the general paid leave requirement described above.

Federal Family and Medical Leave Act (FMLA)

Eligible employees may also be entitled to unpaid leave under the federal Family and Medical Leave Act.

FMLA coverage: Employers with 50 or more employees

Employee eligibility: Employees who have worked for the employer for at least 12 months and at least 1,250 hours in the preceding 12 months

Leave entitlement: Up to 12 weeks of unpaid, job-protected leave per year for qualifying reasons, including:

Birth or adoption of a child
Serious health condition of employee
Serious health condition of immediate family member
Qualifying military exigency

Source: Family and Medical Leave Act, 29 U.S.C. § 2601 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-chapter28&num=0&edition=prelim
DOL guidance: https://www.dol.gov/agencies/whd/fmla

Discrimination Laws in Nevada

3.1 Overview of Employment Discrimination Protections

Nevada law provides comprehensive protections against employment discrimination, supplementing and in some cases exceeding federal anti-discrimination laws. These protections apply to hiring, firing, compensation, terms and conditions of employment, and other aspects of the employment relationship.

Nevada’s employment discrimination laws are primarily codified in Nevada Revised Statutes Chapter 613 and enforced by the Nevada Equal Rights Commission (NERC), which works in cooperation with the federal Equal Employment Opportunity Commission (EEOC).

Source: Nevada Revised Statutes Chapter 613 (Employment Practices)
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html

Enforcement agency:

The Nevada Equal Rights Commission (NERC), operating within the Nevada Department of Employment, Training and Rehabilitation, oversees the state’s equal employment opportunity program and handles employment discrimination complaints.

Source: Nevada Revised Statutes § 233.020 (Nevada Equal Rights Commission definitions)
Available at: https://www.leg.state.nv.us/nrs/nrs-233.html#NRS233Sec020

NERC contact information:

Nevada Equal Rights Commission
Las Vegas Office:
7220 Bermuda Road, Suite 100
Las Vegas, NV 89119
Phone: (702) 486-7161

Reno Office:
1325 Corporate Boulevard, Suite 115
Reno, NV 89502
Phone: (775) 823-6690

Website: https://detr.nv.gov/Page/Equal_Rights_Commision
Complaint portal: https://mynerccomplaint.nv.gov/

Verified: January 15, 2026

3.2 Protected Classes Under Nevada Law

Nevada law prohibits employment discrimination based on numerous protected characteristics. State law provides broader protections than federal law in several areas.

State-Protected Classes

According to Nevada Revised Statutes § 613.330:

“Except as otherwise provided in NRS 613.350, it is an unlawful employment practice for an employer:

(a) To fail or refuse to hire or to discharge any person, or otherwise to discriminate against any person with respect to the person’s compensation, terms, conditions or privileges of employment, because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, age, disability or national origin;

(b) To limit, segregate or classify an employee in a way which would deprive or tend to deprive the employee of employment opportunities or otherwise adversely affect his or her status as an employee, because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, age, disability or national origin; or

(c) Except as otherwise provided in subsection 7, to discriminate against any employee because the employee has inquired about, discussed or voluntarily disclosed his or her wages or the wages of another employee.”

Source: Nevada Revised Statutes § 613.330 (Unlawful employment practices: Discrimination)
Citation: NRS § 613.330
Official text: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec330
Last amended: 2017

Nevada’s protected classes include:

Race – Discrimination based on race, including traits associated with race such as hair texture and protective hairstyles
Color – Discrimination based on skin color or complexion
Religion – Discrimination based on religious beliefs, practices, or observance
Sex – Discrimination based on sex, including pregnancy, childbirth, and related medical conditions
Sexual orientation – Discrimination based on actual or perceived heterosexuality, homosexuality, or bisexuality
Gender identity or expression – Discrimination based on gender-related identity, appearance, expression, or behavior
Age – Discrimination based on age (protections generally apply to individuals 40 and older)
Disability – Discrimination based on physical or mental disability
National origin – Discrimination based on country of origin, ancestry, or ethnicity
Genetic information – Discrimination based on genetic tests or family medical history
Opposing discrimination – Retaliation for opposing unlawful employment practices
Wage discussions – Discrimination for discussing wages (with certain exceptions)

Source: Nevada Revised Statutes §§ 613.330, 613.340, 613.345
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html

Hair texture and protective hairstyles:

Nevada law specifically prohibits discrimination based on hair texture and protective hairstyles commonly associated with race, including braids, locks, and twists.

Source: Nevada Revised Statutes § 613.330 and § 613.224
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html

Federal Protected Classes

Federal employment discrimination laws provide nationwide protections. These apply in Nevada in addition to state protections.

Title VII of the Civil Rights Act of 1964:

Prohibits employment discrimination based on:

Race
Color
Religion
Sex (including pregnancy, sexual orientation, and gender identity per EEOC interpretation and Supreme Court rulings)
National origin

Source: Title VII of the Civil Rights Act, 42 U.S.C. § 2000e-2
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e-2&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/laws/statutes/titlevii.cfm

Age Discrimination in Employment Act (ADEA):

Prohibits discrimination against individuals 40 years of age or older.

Source: Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-chapter14&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/age-discrimination

Americans with Disabilities Act (ADA):

Prohibits discrimination based on disability and requires reasonable accommodations for qualified individuals with disabilities.

Source: Americans with Disabilities Act, 42 U.S.C. § 12101 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-chapter126&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/disability-discrimination

Genetic Information Nondiscrimination Act (GINA):

Prohibits discrimination based on genetic information.

Source: Genetic Information Nondiscrimination Act, 42 U.S.C. § 2000ff et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-chapter21F&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/genetic-information-discrimination

Pregnancy Discrimination Act:

Amends Title VII to explicitly prohibit discrimination based on pregnancy, childbirth, or related medical conditions.

Source: Pregnancy Discrimination Act, 42 U.S.C. § 2000e(k)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/pregnancy-discrimination

3.3 Types of Prohibited Discrimination

Nevada and federal law recognize several types of unlawful employment discrimination:

Disparate Treatment

Disparate treatment occurs when an employer treats an employee or applicant less favorably because of a protected characteristic. This is the most common type of discrimination claim.

Examples include:

Refusing to hire qualified applicants based on race
Paying lower wages to women performing the same work as men
Terminating older workers while retaining younger workers with similar performance
Denying promotions based on religion

Disparate Impact

Disparate impact discrimination occurs when an employment policy or practice appears neutral but disproportionately affects members of a protected class, without business necessity justification.

Examples include:

Height or weight requirements unrelated to job performance that screen out women or certain ethnic groups
Pre-employment tests not validated for job-relatedness that disproportionately exclude protected groups
“Word of mouth” hiring that perpetuates workforce homogeneity

Harassment

Harassment is a form of discrimination involving unwelcome conduct based on a protected characteristic that creates a hostile work environment or results in an adverse employment decision.

Source: Nevada Equal Rights Commission guidance and EEOC standards
Available at: https://detr.nv.gov/Page/Equal_Rights_Commision and https://www.eeoc.gov/harassment

Retaliation

Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activities.

According to Nevada Revised Statutes § 613.340:

“It is an unlawful employment practice for an employer to discriminate against any of his or her employees or applicants for employment, for an employment agency to discriminate against any person, or for a labor organization to discriminate against any member thereof or applicant for membership, because the employee, applicant, person or member, as applicable, has opposed any practice made an unlawful employment practice by NRS 613.133 or 613.310 to 613.4383, inclusive, or because he or she has made a charge, testified, assisted or participated in any manner in an investigation, proceeding or hearing under NRS 613.133 or 613.310 to 613.4383, inclusive.”

Source: Nevada Revised Statutes § 613.340
Citation: NRS § 613.340
Official text: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec340

Protected activities include:

Filing a discrimination complaint with NERC or EEOC
Participating in a discrimination investigation
Testifying in a discrimination proceeding
Opposing discriminatory practices
Requesting reasonable accommodations
Discussing wages with coworkers

3.4 Sexual Harassment

Sexual harassment is a form of sex discrimination prohibited under both Nevada and federal law.

Types of Sexual Harassment

Quid Pro Quo Harassment:

Occurs when employment decisions or benefits are conditioned on submission to unwelcome sexual advances or conduct. This typically involves a supervisor or someone with authority over the employee.

Examples include:

Supervisor requesting sexual favors in exchange for promotion
Threatening termination for refusing romantic advances
Conditioning job benefits on dating or sexual relationships

Hostile Work Environment Harassment:

Occurs when unwelcome sexual conduct creates an intimidating, hostile, or offensive work environment that unreasonably interferes with work performance.

Examples include:

Pervasive sexual comments or jokes
Unwanted touching or physical conduct
Display of sexually explicit materials
Persistent unwanted romantic advances
Sexual innuendo or suggestive remarks

Legal Standards

To constitute actionable sexual harassment, conduct typically must be:

Unwelcome
Based on sex
Sufficiently severe or pervasive to create an abusive working environment
Imputable to the employer

Source: EEOC Guidance on Sexual Harassment
Available at: https://www.eeoc.gov/sexual-harassment

Employer Liability

Employers can be held liable for sexual harassment by:

Supervisors: Employers are generally strictly liable for harassment by supervisors that results in tangible employment action (hiring, firing, promotion, demotion). For supervisor harassment creating hostile environment without tangible action, employers may have an affirmative defense if they:

Exercised reasonable care to prevent and promptly correct harassment, and
Employee unreasonably failed to use available complaint procedures

Co-workers and Non-employees: Employers are liable if they knew or should have known about harassment and failed to take prompt, appropriate corrective action.

Source: Federal case law (Burlington Industries v. Ellerth, Faragher v. City of Boca Raton) and EEOC guidance
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-vicarious-employer-liability-unlawful-harassment-supervisors

Nevada Sexual Harassment Training Requirements

Nevada does not have a statewide mandatory sexual harassment training requirement for all private employers.

Note: Some local jurisdictions or specific industries may have training requirements. Effective harassment prevention training can support an employer’s affirmative defense to harassment claims under federal law.

3.5 Enforcement and Remedies

Filing Discrimination Complaints

Employees who believe they have experienced unlawful discrimination may file complaints with:

Nevada Equal Rights Commission (NERC):

Employees may file discrimination complaints with NERC regarding violations of Nevada employment discrimination laws.

Filing deadlines: Generally 180 days from the date of the alleged discriminatory act (may be extended to 300 days if also filing with EEOC)

Process: NERC investigates complaints and attempts conciliation. If unsuccessful, NERC may issue a right-to-sue letter allowing the complainant to pursue a civil lawsuit.

Source: Nevada Revised Statutes §§ 613.405, 613.412
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html

To file with NERC:

Online: https://mynerccomplaint.nv.gov/
Las Vegas office: (702) 486-7161
Reno office: (775) 823-6690

Equal Employment Opportunity Commission (EEOC):

Employees may file complaints with the EEOC regarding violations of federal employment discrimination laws.

Filing deadlines:

180 days from the discriminatory act (for federal claims)
300 days if the state or local agency (like NERC) also has jurisdiction

Source: EEOC procedural regulations, 29 C.F.R. § 1601
Available at: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1601

EEOC Las Vegas Office:
333 Las Vegas Boulevard South, Suite 8112
Las Vegas, NV 89101
Phone: 1-800-669-4000

Website: https://www.eeoc.gov/
To file online: https://publicportal.eeoc.gov/Portal/Login.aspx

Available Remedies

Successful discrimination claims may result in various remedies:

Back Pay:

Compensation for lost wages and benefits from the date of discrimination until resolution or reinstatement, with interest.

Front Pay:

Compensation for future lost earnings when reinstatement is not feasible.

Reinstatement:

Return to previous position or substantially equivalent position.

Compensatory Damages:

Damages for emotional distress, mental anguish, and other non-economic harm resulting from discrimination.

Punitive Damages:

In cases involving malicious or reckless conduct (available under federal law with caps based on employer size).

Attorney’s Fees and Costs:

Recovery of reasonable attorney’s fees and litigation costs for prevailing parties.

Injunctive Relief:

Court orders requiring employers to cease discriminatory practices, implement anti-discrimination policies, or provide training.

Source: Nevada Revised Statutes § 613.432 and federal civil rights statutes
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec432

Reasonable Accommodations

4.1 Disability Accommodation Requirements

Both federal and Nevada law require employers to provide reasonable accommodations to qualified individuals with disabilities, unless doing so would impose an undue hardship.

Legal Framework

Americans with Disabilities Act (ADA):

The ADA prohibits disability discrimination and requires reasonable accommodations for qualified individuals with disabilities in the workplace.

Source: Americans with Disabilities Act, 42 U.S.C. § 12112
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12112&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Coverage: Employers with 15 or more employees

Nevada law:

Nevada Revised Statutes Chapter 613 prohibits disability discrimination and incorporates ADA standards.

According to NRS § 613.330, it is unlawful for an employer to discriminate based on disability, including interfering with aids or appliances (including service animals) used by employees with disabilities.

Source: Nevada Revised Statutes § 613.330
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec330

What is a Disability?

Under the ADA, a disability is:

A physical or mental impairment that substantially limits one or more major life activities
A record of such an impairment
Being regarded as having such an impairment

Major life activities include: Caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, working, and operation of major bodily functions.

Source: Americans with Disabilities Act, 42 U.S.C. § 12102
Available at: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12102&num=0&edition=prelim

Qualified Individual with a Disability

A “qualified individual with a disability” is someone who:

Satisfies the requisite skill, experience, education, and other job-related requirements of the position, and
Can perform the essential functions of the job with or without reasonable accommodation

Essential functions: The fundamental job duties of a position (not marginal functions).

Source: 42 U.S.C. § 12111(8)
Available at: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12111&num=0&edition=prelim

Types of Reasonable Accommodations

Reasonable accommodations may include:

Workplace modifications:

Making facilities accessible
Modifying workstations or equipment
Providing accessible parking

Schedule adjustments:

Modified work schedules
Part-time or flexible schedules
Providing additional breaks

Job restructuring:

Reassigning marginal job functions
Modifying job duties (for non-essential functions)

Equipment and technology:

Assistive technology
Screen readers or speech recognition software
Adaptive equipment

Policy modifications:

Modified leave policies
Relaxed attendance requirements (when feasible)
Allowing remote work

Reassignment:

Transfer to vacant position for which employee is qualified (as last resort when no other effective accommodation exists)

Source: EEOC Enforcement Guidance on Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

4.2 Interactive Process

The ADA requires employers and employees to engage in an interactive process to identify effective reasonable accommodations.

Steps in the Interactive Process

Step 1: Recognize the accommodation request

Employees are not required to use specific language such as “reasonable accommodation” or reference the ADA. Any indication that an employee needs adjustment due to a medical condition initiates the interactive process.

Step 2: Gather information

Employers may request medical documentation to verify:

That the employee has a disability
The functional limitations caused by the disability
That accommodation is needed
Suggested accommodations

Employers typically limit inquiries to information needed to assess the accommodation request.

Step 3: Explore accommodation options

Employer and employee discuss:

The specific limitations caused by the disability
Potential accommodations
Whether proposed accommodations are effective
Preferences of the employee (though employer has final choice among effective options)

Step 4: Choose and implement accommodation

The employer selects an effective reasonable accommodation. The employee’s preferred accommodation is given primary consideration, but the employer may choose among effective alternatives.

Step 5: Monitor effectiveness

After implementation, the employer follows up to verify the accommodation is effective. The interactive process is ongoing and may be revisited if circumstances change.

Source: EEOC Enforcement Guidance on Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Interactive process practices:

Respond to accommodation requests promptly
Maintain flexibility during discussions
Document the interactive process
Maintain confidentiality of medical information
Continue process if initial accommodations are unsuccessful

4.3 Undue Hardship Exception

Employers are not required to provide accommodations that would impose an undue hardship on business operations.

Undue Hardship Analysis

Undue hardship means significant difficulty or expense, considering:

Nature and cost of accommodation
Overall financial resources of the facility and employer
Impact on operations
Type of business and its workforce composition

The undue hardship determination is fact-specific and assessed on a case-by-case basis.

Source: Americans with Disabilities Act, 42 U.S.C. § 12111(10)
Available at: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12111&num=0&edition=prelim

Important notes:

Undue hardship involves more than minimal expense
Small employers may have lower undue hardship thresholds than large employers
Employers must consider available outside funding sources (e.g., tax credits, vocational rehabilitation funds)
The burden of proving undue hardship rests with the employer

4.4 Religious Accommodations

Employers must reasonably accommodate employees’ sincerely held religious beliefs, observances, and practices unless doing so would cause undue hardship.

Legal basis:

Title VII of the Civil Rights Act prohibits religious discrimination and requires religious accommodations.

Source: Title VII, 42 U.S.C. § 2000e(j)
Available at: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e&num=0&edition=prelim
EEOC guidance: https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation

Common religious accommodations:

Schedule modifications for religious observances or Sabbath
Dress and grooming exceptions (religious attire, head coverings, beards)
Prayer breaks or space for prayer
Exemptions from certain job tasks conflicting with religious beliefs

Undue hardship for religious accommodations:

The religious accommodation undue hardship standard differs from the disability accommodation standard. For religious accommodations, undue hardship means more than de minimis (minimal) cost or burden.

Source: Trans World Airlines, Inc. v. Hardison, 432 U.S. 63 (1977)
Note: Recent Supreme Court case Groff v. DeJoy (2023) clarified that “more than de minimis” means “substantial increased costs”

4.5 Pregnancy Accommodations

Nevada law specifically requires reasonable accommodations for pregnancy-related conditions.

Nevada Pregnant Workers’ Fairness Act

According to Nevada Revised Statutes § 613.4371:

Employers with 15 or more employees must provide reasonable accommodations to female employees for conditions relating to pregnancy, childbirth, or related medical conditions, unless the accommodation would impose an undue hardship.

Source: Nevada Revised Statutes §§ 613.4353-613.4383 (Nevada Pregnant Workers’ Fairness Act)
Citation: NRS §§ 613.4353-613.4383
Official text: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec4353
Effective: October 1, 2017

Required accommodations may include:

More frequent or longer breaks
Modified work schedules
Temporary transfer to less strenuous or hazardous work
Assistance with manual labor
Light duty assignments
Modified job duties
Leave for medical appointments

Interactive process requirement:

Nevada law requires employers to engage in a timely, good faith interactive process with the employee to determine effective reasonable accommodations.

Source: Nevada Revised Statutes § 613.4371
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec4371

Federal Pregnant Workers Fairness Act:

The federal Pregnant Workers Fairness Act (PWFA), effective June 27, 2023, requires covered employers (15+ employees) to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation would impose an undue hardship.

Source: Pregnant Workers Fairness Act, 42 U.S.C. § 2000gg et seq.
Official text: https://www.congress.gov/bill/117th-congress/house-bill/2617
EEOC guidance: https://www.eeoc.gov/wysk/what-you-should-know-about-pregnant-workers-fairness-act

4.6 How to Request Reasonable Accommodations

For Employees

1. Notify employer of need for accommodation

Inform your supervisor, HR department, or designated accommodation coordinator that you need a workplace adjustment due to a medical condition, disability, religious belief, or pregnancy.

No specific language or written request is required. Written requests provide documentation.

2. Provide relevant information

Be prepared to discuss:

The limitation or condition requiring accommodation
How it affects your ability to perform job duties
Potential accommodations that might be effective

3. Provide medical documentation if requested

Employers may request medical documentation to verify the need for accommodation. Provide information from your healthcare provider confirming:

Your medical condition or limitation
The need for accommodation
Suggested accommodations

4. Participate in the interactive process

Work cooperatively with your employer to identify effective accommodations. Be open to discussing different accommodation options.

5. Follow up if needed

If the accommodation is not working effectively, inform your employer and continue the interactive process.

For Employers

1. Recognize and respond to accommodation requests

Managers and HR staff are trained to recognize accommodation requests, even when not explicitly stated.

Employers typically respond to requests within days to weeks, depending on complexity.

2. Request information as needed

Medical documentation may be requested when necessary to verify the disability and need for accommodation. Inquiries are typically limited to job-related information.

3. Engage in the interactive process

Meet with the employee to discuss limitations and potential accommodations. The employee’s preference is considered while exploring all effective options.

4. Implement accommodation

An effective reasonable accommodation is selected and implemented. The accommodation provided is documented.

5. Maintain confidentiality

Medical information is kept confidential in separate medical files. Accommodation information is shared only with those who have a need to know (e.g., supervisors implementing the accommodation).

6. Monitor and adjust as needed

Follow up occurs to verify accommodation effectiveness. Modifications or different accommodations may be implemented if needed.

Employer Obligations in Nevada

5.1 Required Workplace Postings

Nevada employers must display required state and federal labor law posters in conspicuous locations accessible to all employees. Failure to post required notices may result in penalties and fines.

Nevada State Required Postings

Nevada employers must post the following state labor law notices:

1. Minimum Wage Bulletin

Current minimum wage rate ($12.00 per hour as of 2026) and information about wage and hour rights.

Source: Nevada Office of the Labor Commissioner
Download: https://labor.nv.gov/Employer/Employer_Posters/
Required by: NRS 608.013

2. Daily Overtime Bulletin

Information about Nevada’s daily overtime requirements (after 8 hours in a workday for employees earning less than 1.5 times minimum wage).

Source: Nevada Office of the Labor Commissioner
Download: https://labor.nv.gov/Employer/Employer_Posters/

3. Rules to be Observed by Employers

General information about employer obligations under Nevada wage and hour law.

Source: Nevada Office of the Labor Commissioner
Download: https://labor.nv.gov/Employer/Employer_Posters/

4. Paid Leave Notice (SB 312)

Information about Nevada’s paid leave requirements for employers with 50 or more employees.

Source: Nevada Office of the Labor Commissioner
Download: https://labor.nv.gov/Employer/Employer_Posters/
Required by: NRS 608.0197

5. Domestic Violence and Sexual Assault Victim’s Leave

Information about leave rights for victims of domestic violence and sexual assault.

Source: Nevada Office of the Labor Commissioner
Download: https://labor.nv.gov/Employer/Employer_Posters/
Required by: NRS 608.0198

6. AB 307 Required Posting

Information about Nevada employment and training programs offered by the Department of Employment, Training and Rehabilitation (DETR).

Source: Nevada Department of Employment, Training and Rehabilitation
Download: https://labor.nv.gov/Employer/Employer_Posters/

7. Employment of Minors Notice

Information about child labor law restrictions, prohibitions, and penalties.

Source: Nevada Office of the Labor Commissioner
Download: https://labor.nv.gov/Employer/Employer_Posters/
Required by: NRS 609
Effective: October 1, 2025

8. Workers’ Compensation Notice

Information about workers’ compensation benefits and procedures for workplace injuries.

Source: Nevada Division of Industrial Relations
Download: https://dir.nv.gov/

9. Safety and Health Protection on the Job

Information about workplace safety rights and employer responsibilities under Nevada OSHA.

Source: Nevada Division of Industrial Relations, OSHA Consultation and Training Section
Download: https://dir.nv.gov/

10. Equal Employment Opportunity/Discrimination Notice

Information about protections against employment discrimination and how to file complaints with NERC.

Source: Nevada Equal Rights Commission
Download: https://detr.nv.gov/Page/Equal_Rights_Commision

11. Unemployment Insurance Notice

Information about unemployment insurance benefits and filing procedures.

Source: Nevada Department of Employment, Training and Rehabilitation
Download: https://detr.nv.gov/

Official posting requirements page:
Source: Nevada Department of Business and Industry
Available at: https://business.nv.gov/Resource_Center/Workplace_Poster_Requirements/

Federal Required Postings

In addition to Nevada state posters, all Nevada employers must post the following federal notices:

1. Fair Labor Standards Act (FLSA) Minimum Wage Poster

Federal minimum wage, overtime, and child labor requirements.

Source: U.S. Department of Labor, Wage and Hour Division
Download: https://www.dol.gov/agencies/whd/posters

2. Equal Employment Opportunity (EEO) is the Law

Federal protections against discrimination in employment.

Source: U.S. Equal Employment Opportunity Commission
Download: https://www.eeoc.gov/poster

3. Employee Rights Under the Family and Medical Leave Act (FMLA)

Required for employers with 50 or more employees.

Source: U.S. Department of Labor, Wage and Hour Division
Download: https://www.dol.gov/agencies/whd/posters/fmla

4. Employee Rights and Responsibilities Under the Employee Polygraph Protection Act

Information about polygraph testing restrictions.

Source: U.S. Department of Labor, Wage and Hour Division
Download: https://www.dol.gov/agencies/whd/posters/polygraph

5. Job Safety and Health: It’s the Law (OSHA Poster)

Federal workplace safety and health protections.

Source: U.S. Department of Labor, Occupational Safety and Health Administration
Download: https://www.osha.gov/publications/poster

6. Employee Rights Under the National Labor Relations Act

Rights to organize and engage in collective bargaining.

Source: National Labor Relations Board
Download: https://www.nlrb.gov/guidance/posters

7. Your Rights Under USERRA (Uniformed Services Employment and Reemployment Rights Act)

Employment protections for members of the uniformed services.

Source: U.S. Department of Labor, Veterans’ Employment and Training Service
Download: https://www.dol.gov/agencies/vets/programs/userra/poster

Federal posting requirements:
Source: U.S. Department of Labor
Available at: https://www.dol.gov/general/topics/posters

Posting Requirements and Best Practices

Location requirements:

Posters must be displayed in conspicuous places where employees regularly work or gather, such as:

Break rooms
Time clock areas
Near entrances/exits
Employee bulletin boards

Multiple locations:

Employers with multiple work locations must post required notices at each location.

Language requirements:

If a significant portion of the workforce speaks a language other than English, employers should post notices in the appropriate languages. Many required posters are available in Spanish and other languages.

Source: Nevada Office of the Labor Commissioner provides bilingual posters
Available at: https://labor.nv.gov/Employer/Employer_Posters/

Remote employees:

For remote workers, employers should provide electronic copies of required postings or ensure remote employees have access to them through a company intranet or website.

5.2 New Hire Reporting

Nevada law requires all employers to report information about newly hired and rehired employees to the state.

Legal requirement:

According to Nevada law, employers must report new hire information to assist with child support enforcement and prevent unemployment insurance fraud.

Who must report:

All employers who hire or rehire employees for whom a W-4 form is required by the Internal Revenue Service (IRS).

What constitutes a “new hire”:

Any person being hired for the first time by an employer
A person being rehired after at least 60 consecutive days of separation from employment

Source: Nevada Department of Employment, Training and Rehabilitation, Employment Security Division
Available at: https://detr.nv.gov/Page/New_Hire_Reporting_Info

Required information to report:

Employers must report the following seven data elements for each new hire:

Employee’s name
Employee’s address
Employee’s Social Security Number
Employee’s date of hire (or rehire)
Employer’s name
Employer’s address
Employer’s Federal Employer Identification Number (FEIN)

Source: Nevada Division of Welfare and Supportive Services
Available at: https://dss.nv.gov/Support/1_1_7_01-New-Hire-Reporting/

Reporting deadline:

New hire information must be reported within 20 days of hire or rehire.

Alternatively, employers reporting electronically may report twice per month instead of within 20 days.

Source: Nevada Department of Employment, Training and Rehabilitation
Available at: https://detr.nv.gov/Page/New_Hire_Reporting_Info

How to report:

Employers may choose their preferred reporting method:

1. Online (Preferred Method):

Secure File Transfer Protocol (FTP) reporting through DETR website.

To establish FTP access:
Contact New Hire Unit at (775) 684-6370 or toll-free at (888) 639-7241

Website: https://ui.nv.gov/ or https://detr.nv.gov/Page/New_Hire_Online_Reporting

2. Fax:

Fax completed new hire reporting form or copy of W-4 to: (775) 684-6379

3. Mail:

Mail completed form or copy of W-4 to:

Department of Employment, Training and Rehabilitation
Employment Security Division – New Hire Unit
500 East Third Street
Carson City, NV 89713-0033

4. Copy of W-4:

Employers may submit copies of IRS Form W-4 as long as they contain all seven required data elements.

Download new hire reporting form:
Source: Nevada DETR
Available at: https://detr.nv.gov/Page/New_Hire_Reporting_Info

Multi-state employers:

Employers with employees in multiple states may report all employees to one state. The employer must notify the U.S. Secretary of Health and Human Services of the chosen state.

Source: Federal Office of Child Support Enforcement
Available at: https://www.acf.hhs.gov/css/employers

5.3 Recordkeeping Requirements

Nevada employers must maintain specific employment records as required by state and federal law.

Nevada recordkeeping requirements:

According to Nevada law, employers must keep records of:

Employee gross wages
All deductions from wages
Net cash or salary paid
Hours worked per day
Dates of payment

Retention period: 2 years from the date records are created

Source: Nevada Office of the Labor Commissioner guidance
Reference: NRS 608 regulations
Available at: https://labor.nv.gov/

Penalties for failure to maintain records:

Employers who fail to keep required records may face administrative fines of up to $5,000.

Source: Nevada labor law enforcement provisions
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html

Federal recordkeeping requirements (FLSA):

Under the Fair Labor Standards Act, employers must maintain:

Personal information (name, address, SSN, date of birth if under 19, sex, occupation)
Hours worked each day and total hours worked each workweek
Basis of wage payment (hourly rate, weekly salary, etc.)
Regular hourly pay rate
Total daily or weekly straight-time earnings
Total overtime earnings for the workweek
Additions to or deductions from wages
Total wages paid each pay period
Date of payment and pay period covered

Retention period: 3 years

Source: Fair Labor Standards Act, 29 C.F.R. § 516
Official text: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V/subchapter-A/part-516
DOL guidance: https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping

Additional federal recordkeeping:

Form I-9 (Employment Eligibility Verification):

Retention: 3 years after date of hire or 1 year after employment ends, whichever is later

Source: U.S. Citizenship and Immigration Services
Available at: https://www.uscis.gov/i-9-central

Personnel files:

Employers should maintain personnel files containing:

Employment application
Job description
Offer letter
Performance evaluations
Disciplinary records
Training records
Benefits information

Best practice: Maintain for duration of employment plus 3-7 years after termination.

Medical and disability records:

Must be kept separate from personnel files and maintained confidentially.

Source: Americans with Disabilities Act requirements
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees

5.4 Form I-9 and E-Verify

Federal law requires all employers to verify the identity and employment authorization of all employees hired in the United States.

Form I-9 requirements:

All employers must complete Form I-9, Employment Eligibility Verification, for each person hired for employment in the United States.

Timeline:

Section 1 (employee portion): Must be completed by employee’s first day of employment
Section 2 (employer portion): Must be completed within 3 business days of employee’s first day of employment

Source: U.S. Citizenship and Immigration Services
Form I-9: https://www.uscis.gov/i-9
Handbook for Employers: https://www.uscis.gov/i-9-central/form-i-9-resources/handbook-for-employers-m-274

Acceptable documents:

Employees must present documentation establishing identity and employment authorization. Acceptable documents are listed on the Form I-9 and fall into three categories:

List A: Documents establishing both identity and employment authorization (e.g., U.S. passport, Permanent Resident Card)
List B: Documents establishing identity only (e.g., driver’s license, state ID)
List C: Documents establishing employment authorization only (e.g., Social Security card, birth certificate)

Employees must present either one List A document OR one List B document plus one List C document.

E-Verify:

E-Verify is an internet-based system that compares information from an employee’s Form I-9 to data from U.S. Department of Homeland Security and Social Security Administration records.

Nevada E-Verify requirements:

Nevada does not mandate E-Verify participation for private employers. E-Verify is voluntary for most Nevada employers.

Federal contractors: Federal contractors and subcontractors with certain federal contracts may be required to use E-Verify.

Source: U.S. Citizenship and Immigration Services
E-Verify information: https://www.e-verify.gov/

Prohibition against discrimination:

Employers may not discriminate in the Form I-9 or E-Verify process based on national origin or citizenship status. Employers must:

Accept any valid document from the lists of acceptable documents
Not request specific documents
Not reject valid documents
Apply verification requirements equally to all employees

Source: U.S. Department of Justice, Civil Rights Division, Immigrant and Employee Rights Section
Available at: https://www.justice.gov/crt/immigrant-and-employee-rights-section

5.5 Wage Payment and Deduction Rules

Nevada law establishes strict rules governing wage payment and permissible deductions.

Wage payment timing:

As detailed in Section 2.1, Nevada requires semi-monthly wage payments with specific deadlines and immediate payment upon termination.

Permissible deductions:

Employers may only deduct from employee wages:

1. Amounts required by law:

Federal income tax
State income tax (not applicable in Nevada)
Social Security and Medicare taxes (FICA)
Court-ordered wage garnishments
Child support withholding

2. Voluntary benefit contributions:

Health insurance premiums
Retirement plan contributions
Other benefit programs voluntarily authorized in writing

3. Other authorized deductions:

For deductions beyond those required by law or benefit contributions, Nevada law requires:

Employer must have reasonable basis to believe employee is responsible for the amount
Deduction must be for a specific purpose, pay period, and amount
Employee must voluntarily authorize the deduction in writing
Authorization must be specific (blanket authorizations prohibited)

Source: Nevada Revised Statutes § 608.110
Citation: NRS § 608.110
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec110

Prohibited deductions:

Nevada law specifically prohibits:

Deductions that reduce wages below minimum wage
Deductions for cash shortages, breakage, or losses without specific written authorization
Blanket wage deduction authorizations
Deductions for uniforms or required equipment (must be provided at no cost)

Source: Nevada Revised Statutes §§ 608.110, 608.165
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html

Uniform and equipment costs:

Nevada law requires employers to furnish, without cost to employees, any uniforms or accessories distinctive in style, color, or material.

Source: Nevada Revised Statutes § 608.165
Citation: NRS § 608.165
Official text: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec165

5.6 Nevada Employer Legal Requirements

Nevada employment law establishes the following requirements for employers:

Wage and Hour Requirements:

Minimum wage of $12.00 per hour for all covered employees
Overtime pay (1.5x regular rate) after 8 hours/day for employees earning less than $18.00/hour
Overtime pay (1.5x regular rate) after 40 hours/week for all non-exempt employees
Paid 10-minute rest breaks for every 4 hours worked
30-minute meal breaks for shifts over 8 hours
Semi-monthly wage payments
Immediate payment of final wages upon termination
Written authorization required before wage deductions

Posting and Notice Requirements:

Required state labor law posters displayed in workplace
Required federal labor law posters displayed in workplace
Posters placed in conspicuous, accessible locations
Posters provided in appropriate languages for workforce
Updated posters when laws change

Reporting and Documentation:

New hire reporting within 20 days
Form I-9 completed and retained for all employees
Wage and hour records maintained for 2 years (Nevada) and 3 years (federal)
Medical records kept separate and confidential
Personnel files retained appropriately

Anti-Discrimination Requirements:

Prohibition of discrimination based on protected characteristics
Reasonable accommodations for disabilities, pregnancy, and religion
Interactive process for accommodation requests
Prohibition of harassment and retaliation
Investigation of discrimination and harassment complaints

Leave and Benefits (for applicable employers):

Paid leave provision (employers with 50+ employees)
Sick leave usage allowed for family members
FMLA compliance (employers with 50+ employees)
Pregnancy accommodations (employers with 15+ employees)

Workplace Safety:

Safe working conditions
Nevada OSHA compliance
Workers’ compensation insurance
Workplace injury reporting

Filing Complaints

6.1 Circumstances for Filing Complaints

Employees may file complaints regarding:

Unpaid wages, unpaid overtime, or minimum wage violations
Unlawful discrimination or harassment
Failure to provide required breaks
Retaliation for exercising workplace rights
Denial of required leave
Unsafe working conditions
Denial of reasonable accommodations
Other violations of employment laws

Documentation of incidents, evidence collection (pay stubs, emails, witness information), and timely filing assist in the complaint process, as statutes of limitations apply to various types of claims.

6.2 Filing Wage Claims with Nevada Office of the Labor Commissioner

For wage and hour violations, employees may file complaints with the Nevada Office of the Labor Commissioner.

Types of complaints handled:

Unpaid wages
Unpaid overtime
Minimum wage violations
Final paycheck delays
Unlawful wage deductions
Required break violations
Paid leave violations

How to file:

Online filing (recommended):

Nevada Office of the Labor Commissioner provides online complaint filing through its website.

Website: https://labor.nv.gov/
Forms: https://labor.nv.gov/About/Forms/FORMS_FOR_EMPLOYEES/

By mail or in person:

Las Vegas Office:
3300 W. Sahara Avenue
Las Vegas, NV 89102
Phone: (702) 486-2650

Reno Office:
1818 College Parkway, Suite 102
Carson City, NV 89706
Phone: (775) 684-1890

Required information:

When filing a wage claim, provide:

Your personal information (name, address, contact information)
Employer information (name, address, contact information)
Description of work performed
Dates of employment
Pay rate and pay schedule
Details of unpaid wages or violations
Supporting documentation (pay stubs, time records, employment contract)

Filing deadline:

Wage claims generally must be filed within 2 years of the wage payment violation.

Source: Nevada Revised Statutes § 608.260
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec260

What happens after filing:

Labor Commissioner reviews the complaint
Employer is notified and given opportunity to respond
Investigation may include document review and interviews
Labor Commissioner may attempt to resolve the matter through settlement
If unresolved, formal hearing may be held
Labor Commissioner issues decision and order
Either party may appeal the decision

Source: Nevada Office of the Labor Commissioner procedures
Available at: https://labor.nv.gov/

6.3 Filing Discrimination Complaints with Nevada Equal Rights Commission (NERC)

For discrimination, harassment, or retaliation claims under Nevada law, employees may file complaints with NERC.

NERC jurisdiction:

NERC handles complaints involving:

Employment discrimination based on protected characteristics
Sexual harassment
Retaliation
Failure to provide reasonable accommodations
Housing discrimination
Public accommodation discrimination

How to file:

Online filing (recommended):

NERC provides an online complaint portal for filing discrimination complaints.

Complaint portal: https://mynerccomplaint.nv.gov/

By phone or in person:

Las Vegas Office:
Nevada Equal Rights Commission
7220 Bermuda Road, Suite 100
Las Vegas, NV 89119
Phone: (702) 486-7161
Fax: (702) 486-7054

Reno Office:
Nevada Equal Rights Commission
1325 Corporate Boulevard, Suite 115
Reno, NV 89502
Phone: (775) 823-6690

Filing deadline:

Discrimination complaints must generally be filed within 180 days of the discriminatory act. This deadline may be extended to 300 days if also filing with the EEOC under federal law.

Source: Nevada Revised Statutes § 613.405
Available at: https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec405

Required information:

Your personal information
Employer information
Dates of alleged discrimination
Protected characteristic(s) involved
Detailed description of discriminatory conduct
Names of witnesses
Any supporting documentation

Process:

File charge with NERC (within 180/300 days)
NERC notifies employer
NERC investigates (may request documents, conduct interviews)
NERC attempts conciliation/mediation
If no resolution:
- NERC may find reasonable cause and pursue enforcement, OR
- NERC issues right-to-sue letter allowing complainant to file lawsuit
Complainant may file lawsuit in district court

Dual filing with EEOC:

NERC has a work-sharing agreement with the EEOC. Filing with NERC may automatically preserve federal rights as well. Verify dual-filing at time of complaint.

Source: Nevada Equal Rights Commission
Available at: https://detr.nv.gov/Page/Equal_Rights_Commision

6.4 Filing Federal Claims with the Equal Employment Opportunity Commission (EEOC)

For violations of federal employment discrimination laws, employees may file charges with the EEOC.

EEOC jurisdiction:

Title VII violations (race, color, religion, sex, national origin discrimination)
Age discrimination (ADEA)
Disability discrimination (ADA)
Genetic information discrimination (GINA)
Equal pay violations (EPA)
Pregnancy discrimination
Retaliation

How to file:

Online filing:

EEOC Public Portal: https://publicportal.eeoc.gov/Portal/Login.aspx

By phone:

Call 1-800-669-4000 (toll-free) or 1-800-669-6820 (TTY) to schedule an intake interview.

In person:

EEOC Las Vegas Local Office:
333 Las Vegas Boulevard South, Suite 8112
Las Vegas, NV 89101
Phone: 1-800-669-4000

Filing deadlines:

180 days from the discriminatory act (for federal claims)
300 days if filing in a state with its own anti-discrimination agency (like NERC)

Process:

File charge with EEOC (within 180/300 days)
EEOC notifies employer
EEOC investigates
EEOC may pursue mediation
EEOC determines whether reasonable cause exists:
- If yes: EEOC may litigate or issue right-to-sue letter
- If no: EEOC issues right-to-sue letter
Complainant may file lawsuit within 90 days of receiving right-to-sue letter

Source: EEOC procedural regulations
Available at: https://www.eeoc.gov/filing-charge-discrimination

6.5 Workplace Safety Complaints with Nevada OSHA

For workplace safety and health violations, employees may file complaints with Nevada OSHA.

Nevada OSHA:

Nevada operates its own OSHA-approved state plan for workplace safety enforcement.

How to file safety complaints:

Online:

Nevada Division of Industrial Relations website provides complaint forms.

Website: https://dir.nv.gov/

By phone:

Las Vegas Office: (702) 486-9020
Reno Office: (775) 688-1380

By mail:

Division of Industrial Relations
Nevada Occupational Safety and Health Administration
1301 N. Green Valley Parkway, Suite 200
Henderson, NV 89074

Types of complaints:

Unsafe working conditions
Lack of required safety equipment
Hazardous exposures
Inadequate safety training
Retaliation for reporting safety concerns

Confidentiality:

Employees may file complaints anonymously or confidentially. Nevada OSHA will not disclose the complainant’s identity to the employer without permission.

Process:

File complaint with Nevada OSHA
OSHA reviews and determines whether inspection is warranted
If inspection conducted, OSHA investigates workplace
OSHA issues citations and penalties if violations found
Employer must correct violations
Follow-up inspection may verify compliance

Source: Nevada Division of Industrial Relations, OSHA Enforcement Section
Available at: https://dir.nv.gov/OSHA/Resources/

Anti-retaliation protection:

Employers cannot retaliate against employees for:

Filing OSHA complaints
Participating in OSHA inspections
Reporting safety concerns to supervisors
Refusing to work in dangerous conditions (in limited circumstances)

6.6 Private Lawsuits

In some cases, employees may file private lawsuits in state or federal court to enforce their employment rights.

When private lawsuits are appropriate:

After exhausting administrative remedies (obtaining right-to-sue letter from NERC or EEOC)
For breach of employment contract claims
For wrongful termination in violation of public policy
For certain wage claims (as alternative to Labor Commissioner complaint)
For tort claims related to employment (intentional infliction of emotional distress, defamation, etc.)

Statute of limitations:

Varies by claim type. Common limitations periods:

Discrimination: Must file lawsuit within time limits after receiving right-to-sue letter (typically 90 days for EEOC, 2 years for NERC)
Wage claims: 2 years from wage violation
Breach of contract: 6 years for written contracts, 4 years for oral contracts
Personal injury/tort claims: Generally 2 years

Consult with an employment attorney regarding specific limitation periods.

Importance of legal counsel:

Employment litigation is complex. Employees considering lawsuits should consult with experienced employment attorneys to evaluate claims, understand procedures, and protect their rights.

6.7 Filing Complaint Considerations

Documentation:

Individuals filing complaints may find it useful to have:

Copies of pay stubs, time records, performance evaluations
Emails, text messages, and other written communications
Written records of dates, times, and details of incidents
Names and contact information of witnesses
Photographs if relevant (injuries, unsafe conditions, workplace conditions)

Filing deadlines:

Filing deadlines vary by type of complaint and jurisdiction. Missing deadlines can affect the ability to pursue claims.

Information accuracy:

Complaints require accurate information about the facts and circumstances of alleged violations.

Legal representation:

Some individuals consult with employment attorneys for guidance on filing complaints. Some attorneys offer initial consultations.

Retaliation protections:

Federal and state laws prohibit retaliation against employees for filing complaints or participating in investigations. Retaliation may be reported to the appropriate agency.

6.8 Quick Reference: Where to File

Wage and hour violations:
→ Nevada Office of the Labor Commissioner
→ https://labor.nv.gov/
→ (702) 486-2650 (Las Vegas) / (775) 684-1890 (Reno)

Discrimination, harassment, retaliation (Nevada law):
→ Nevada Equal Rights Commission (NERC)
→ https://mynerccomplaint.nv.gov/
→ (702) 486-7161 (Las Vegas) / (775) 823-6690 (Reno)

Discrimination, harassment, retaliation (Federal law):
→ Equal Employment Opportunity Commission (EEOC)
→ https://www.eeoc.gov/
→ 1-800-669-4000

Workplace safety violations:
→ Nevada OSHA
→ https://dir.nv.gov/
→ (702) 486-9020 (Las Vegas) / (775) 688-1380 (Reno)

Unemployment insurance:
→ Nevada Department of Employment, Training and Rehabilitation
→ https://detr.nv.gov/
→ (775) 684-0350

Workers’ compensation:
→ Nevada Division of Industrial Relations
→ https://dir.nv.gov/
→ (702) 486-9080 (Las Vegas) / (775) 684-7270 (Carson City)

Remote Work in Nevada

7.1 Key Legal Considerations for Remote Work

Remote work arrangements are increasingly common but raise specific legal considerations under Nevada employment law.

Wage and hour compliance:

All Nevada wage and hour laws apply to remote employees, including:

Minimum wage requirements ($12.00/hour)
Overtime requirements (daily and weekly)
Rest and meal break requirements
Wage payment timing requirements

Source: Nevada Office of the Labor Commissioner guidance applies to all work performed for Nevada employers
Available at: https://labor.nv.gov/

Recordkeeping:

Employers must track remote employees’ hours worked and maintain required records, even when employees work from home.

Equipment and expenses:

Nevada does not have a specific statute requiring employers to reimburse remote employees for work-related expenses. However, deductions or employee payments for equipment cannot reduce wages below minimum wage.

Workplace safety:

Nevada OSHA workplace safety requirements generally do not extend to home offices. Employers typically:

May provide ergonomics guidance
Maintain workers’ compensation coverage (which typically covers work-related injuries regardless of location)

Anti-discrimination laws:

All Nevada and federal anti-discrimination laws apply equally to remote employees. Remote work may be a reasonable accommodation for employees with disabilities.

7.2 Right to Request Remote Work

Nevada does not currently have a law providing employees a statutory right to request remote work arrangements. Remote work is generally a matter of employer policy and negotiation between employer and employee.

Exceptions:

Remote work may be required as a reasonable accommodation for:

Employees with disabilities (under ADA)
Pregnant employees with pregnancy-related conditions (under Nevada Pregnant Workers’ Fairness Act)
Religious accommodations in limited circumstances

7.3 Return-to-Office (RTO) Mandates

Nevada employers generally have the right to require employees to return to physical workplaces, subject to certain limitations:

At-will employment:

Under Nevada’s at-will employment doctrine, employers may change terms and conditions of employment, including work location, unless limited by contract.

Contractual limitations:

Employment contracts or collective bargaining agreements may restrict employer ability to mandate return to office.

Reasonable accommodation obligations:

Employers must consider remote work as a potential reasonable accommodation for employees with disabilities or pregnancy-related conditions, even when implementing RTO mandates.

Advance notice:

Nevada does not require specific advance notice for RTO mandates. Employers typically provide notice to allow employees to make adjustments.

7.4 Additional Remote Work Resources

For comprehensive information about remote work laws, protections, and employer obligations, refer to specialized remote work resources beyond the scope of this state employment law guide.

2026 Updates and Recent Changes

8.1 Recent Legislative Changes

No major legislative changes effective 2026:

As of January 2026, no major new employment legislation has taken effect in Nevada. The most recent significant changes occurred in prior years:

Recent prior changes (still in effect):

Minimum wage unification (July 1, 2024):

Nevada completed its transition to a unified $12.00/hour minimum wage, eliminating the two-tier system based on health benefits.

Source: Nevada Revised Statutes § 608.250, as amended by Nevada Ballot Question 2 (2022)
Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec250

Employment of minors posting (October 1, 2025):

New required workplace poster providing information about child labor laws.

Source: Nevada Assembly Bill 215 (2025)
Available at: https://labor.nv.gov/Employer/Employer_Posters/

8.2 Pending Legislation and Regulatory Changes

Legislative monitoring:

Nevada’s Legislature meets in odd-numbered years (next session: 2027). Employment law changes may be proposed and enacted during legislative sessions.

Regulatory updates:

State agencies may update regulations, guidance, and required postings between legislative sessions. Employers should monitor Nevada Office of the Labor Commissioner and other agency websites for updates.

8.3 How to Stay Updated

Official government sources:

Nevada Office of the Labor Commissioner:
https://labor.nv.gov/
Subscribe to updates and check website regularly

Nevada Legislature:
https://www.leg.state.nv.us/
Track proposed legislation during sessions

Nevada Equal Rights Commission:
https://detr.nv.gov/Page/Equal_Rights_Commision

Federal agencies:

U.S. Department of Labor:
https://www.dol.gov/

Equal Employment Opportunity Commission:
https://www.eeoc.gov/

Employer resources:

Nevada employers may monitor state legislature websites and agency publications for updates on employment law changes.

8.4 Quarterly Review Schedule

This guide commits to quarterly review in 2026 to ensure information remains current:

Review schedule:

Q1 2026: Complete (guide published January 2026)
Q2 2026: April 2026 review
Q3 2026: July 2026 review
Q4 2026: October 2026 review

Major legislative or regulatory changes will trigger immediate updates outside the quarterly schedule.

Resources

10.1 Nevada State Agencies

Nevada Office of the Labor Commissioner

Primary agency for wage and hour enforcement, workplace postings, and employment standards.

Main website: https://labor.nv.gov/

Las Vegas Office:
3300 W. Sahara Avenue
Las Vegas, NV 89102
Phone: (702) 486-2650

Reno Office:
1818 College Parkway, Suite 102
Carson City, NV 89706
Phone: (775) 684-1890

Services: Wage claim filing, overtime complaints, posting requirements, new hire reporting, employer guidance

Nevada Equal Rights Commission (NERC)

Enforces state anti-discrimination laws in employment, housing, and public accommodations.

Main website: https://detr.nv.gov/Page/Equal_Rights_Commision
Complaint portal: https://mynerccomplaint.nv.gov/

Las Vegas Office:
7220 Bermuda Road, Suite 100
Las Vegas, NV 89119
Phone: (702) 486-7161
Fax: (702) 486-7054

Reno Office:
1325 Corporate Boulevard, Suite 115
Reno, NV 89502
Phone: (775) 823-6690

Services: Discrimination complaint filing, investigation, conciliation, enforcement

Nevada Division of Industrial Relations

Oversees workplace safety (Nevada OSHA) and workers’ compensation.

Main website: https://dir.nv.gov/

Henderson Office (OSHA):
1301 N. Green Valley Parkway, Suite 200
Henderson, NV 89074
Phone: (702) 486-9020

Reno Office:
400 West King Street, Suite 400
Carson City, NV 89703
Phone: (775) 688-1380

Services: Workplace safety inspections, OSHA compliance, workers’ compensation administration

Nevada Department of Employment, Training and Rehabilitation (DETR)

Administers unemployment insurance, job training programs, and new hire reporting.

Main website: https://detr.nv.gov/

New Hire Unit:
500 East Third Street
Carson City, NV 89713-0033
Phone: (775) 684-6370 or (888) 639-7241 (toll-free)
Fax: (775) 684-6379

Unemployment Insurance:
Phone: (775) 684-0350
Website: https://ui.nv.gov/

Services: New hire reporting, unemployment insurance, workforce development programs

10.2 Federal Agencies

U.S. Equal Employment Opportunity Commission (EEOC)

Enforces federal anti-discrimination employment laws.

Main website: https://www.eeoc.gov/
Filing portal: https://publicportal.eeoc.gov/Portal/Login.aspx
Phone: 1-800-669-4000 (toll-free)
TTY: 1-800-669-6820

Las Vegas Local Office:
333 Las Vegas Boulevard South, Suite 8112
Las Vegas, NV 89101

Services: Discrimination charge filing, investigation, mediation, enforcement

U.S. Department of Labor (DOL)

Enforces federal wage and hour, family leave, and other employment laws.

Main website: https://www.dol.gov/

Wage and Hour Division:
Website: https://www.dol.gov/agencies/whd
Phone: 1-866-487-9243 (toll-free)

Occupational Safety and Health Administration (OSHA):
Website: https://www.osha.gov/
Phone: 1-800-321-6742 (toll-free)

Office of Federal Contract Compliance Programs (OFCCP):
Website: https://www.dol.gov/agencies/ofccp

Services: Federal wage and hour enforcement, FMLA administration, workplace safety oversight, federal contractor compliance

U.S. Citizenship and Immigration Services (USCIS)

Administers Form I-9 employment verification requirements.

Main website: https://www.uscis.gov/
I-9 Central: https://www.uscis.gov/i-9-central
E-Verify: https://www.e-verify.gov/

Services: Form I-9 guidance, E-Verify system, employment verification compliance

National Labor Relations Board (NLRB)

Enforces federal labor law regarding union organizing and collective bargaining.

Main website: https://www.nlrb.gov/
Phone: 1-844-762-6572 (toll-free)

Las Vegas Resident Office:
600 Las Vegas Boulevard South, Suite 400
Las Vegas, NV 89101
Phone: (702) 388-6416

Services: Unfair labor practice charges, union election administration, labor law guidance

10.3 Key Publications and Guidance Documents

Nevada Office of the Labor Commissioner Publications:

Minimum Wage and Overtime Bulletins: https://labor.nv.gov/Wages/Minimum_Wage_Bulletins/
Employer Bulletins and Guides: https://labor.nv.gov/Employer/Bulletins___Guides/
Required Employer Postings: https://labor.nv.gov/Employer/Employer_Posters/
Statutes and Regulations: https://labor.nv.gov/Wages/Statutes_and_Regulations(1)/

Nevada Revised Statutes (NRS):

Chapter 607 (Office of the Labor Commissioner): https://www.leg.state.nv.us/nrs/nrs-607.html
Chapter 608 (Compensation, Wages and Hours): https://www.leg.state.nv.us/nrs/nrs-608.html
Chapter 609 (Employment of Minors): https://www.leg.state.nv.us/nrs/nrs-609.html
Chapter 613 (Employment Practices): https://www.leg.state.nv.us/nrs/nrs-613.html
Chapter 233 (Nevada Equal Rights Commission): https://www.leg.state.nv.us/nrs/nrs-233.html

Nevada Administrative Code (NAC):

Chapter 607 (Labor Commissioner): https://www.leg.state.nv.us/nac/nac-607.html
Chapter 608 (Compensation, Wages and Hours): https://www.leg.state.nv.us/nac/nac-608.html

Federal Resources:

FLSA Fact Sheets: https://www.dol.gov/agencies/whd/fact-sheets
EEOC Guidance Documents: https://www.eeoc.gov/laws/guidance/
OSHA Publications: https://www.osha.gov/publications
FMLA Resources: https://www.dol.gov/agencies/whd/fmla

10.4 Legal Assistance and Information

Nevada Supreme Court Self-Help Center

Provides information and forms for individuals representing themselves in legal matters.

Website: https://selfhelp.nvcourts.gov/
Phone: (800) 991-9922

Finding Legal Representation

Individuals seeking legal representation for employment law matters may search for attorneys licensed to practice in Nevada. The Nevada State Bar maintains a directory of licensed attorneys.

Nevada State Bar:
Website: https://nvbar.org/
Phone: (702) 382-0504

U.S. Department of Justice – Civil Rights Division

Enforces immigration-related employment discrimination laws.

Website: https://www.justice.gov/crt/immigrant-and-employee-rights-section
Worker Hotline: 1-800-255-7688
Employer Hotline: 1-800-255-8155

10.5 Additional Federal Resources

U.S. Department of Justice – Civil Rights Division

Enforces immigration-related employment discrimination laws.

Website: https://www.justice.gov/crt/immigrant-and-employee-rights-section
Worker Hotline: 1-800-255-7688
Employer Hotline: 1-800-255-8155

10.6 Updates and Monitoring

Individuals and employers may stay informed about Nevada employment law changes through the following methods:

Government websites: Nevada Office of the Labor Commissioner, NERC, and DETR websites publish updates and changes to employment law.

Agency notifications: Some state agencies offer email subscriptions for updates and newsletters.

Legislative monitoring: The Nevada Legislature website provides information on proposed legislation during legislative sessions.

Legal consultation: Employment law attorneys can provide current information on legal requirements.

This guide: Updated versions will be available quarterly (Q2, Q3, Q4 2026).

Frequently Asked Questions - Nevada Employment Law

1. What is employment law in Nevada?

Employment law in Nevada encompasses the statutes, regulations, and legal principles governing the relationship between employers and employees in the state. It includes wage and hour requirements, anti-discrimination protections, workplace safety standards, leave entitlements, and procedures for resolving workplace disputes. Nevada employment law combines state statutes (primarily NRS Chapters 607, 608, and 613) with applicable federal employment laws.

2. What is the difference between labor law and employment law?

Employment law is the broader framework covering all individual employer-employee relationships, including wages, discrimination, safety, and leave. Labor law is a subset focusing specifically on collective worker rights, including union organization, collective bargaining, and labor-management relations. Nevada is a right-to-work state, meaning employees cannot be required to join unions or pay union dues as a condition of employment.

3. Is Nevada an at-will employment state?

Yes, Nevada follows the at-will employment doctrine. This means either the employer or employee may terminate the employment relationship at any time, with or without cause, and with or without notice. However, significant exceptions exist: employers cannot terminate employees for unlawful reasons (discrimination, retaliation, violation of public policy) or in breach of contract. Source: Nevada case law and NRS Chapter 608.

4. What is Nevada’s minimum wage in 2026?

Nevada’s minimum wage is $12.00 per hour as of 2026, applicable to all employees regardless of whether the employer offers health benefits. This rate has been in effect since July 1, 2024. Source: Nevada Revised Statutes § 608.250. Available at: https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec250

5. Does Nevada require daily overtime pay?

Yes, Nevada has unique daily overtime requirements. Employees earning less than 1.5 times the minimum wage (less than $18.00/hour in 2026) must receive overtime pay (1.5 times regular rate) after working more than 8 hours in a workday, unless working an agreed-upon 4-day, 10-hour schedule. All non-exempt employees also receive overtime after 40 hours per workweek. Source: NRS § 608.018.

6. What are Nevada’s meal and rest break requirements?

Nevada requires employers to provide paid 10-minute rest breaks for every 4 hours worked (or major fraction thereof). For continuous work periods of 8+ hours, employers must provide at least one 30-minute meal break, which may be unpaid if the employee is completely relieved of duties. Source: NRS § 608.019.

7. What are my employee rights in Nevada?

Nevada employees have numerous rights including: minimum wage and overtime pay; rest and meal breaks; timely wage payments; freedom from discrimination and harassment based on protected characteristics; reasonable accommodations for disabilities, pregnancy, and religion; paid leave (for employers with 50+ employees); protection from retaliation; safe working conditions; and the ability to file complaints about violations.

8. Can my employer fire me for any reason in Nevada?

Under Nevada’s at-will employment doctrine, employers may generally terminate employees for any lawful reason or no reason at all. However, employers cannot fire employees for unlawful reasons including discrimination based on protected characteristics, retaliation for exercising legal rights, refusing to engage in illegal activity, or in violation of employment contracts or collective bargaining agreements.

9. How do I file a discrimination complaint in Nevada?

Employees may file discrimination complaints with the Nevada Equal Rights Commission (NERC) at https://mynerccomplaint.nv.gov/ or by calling (702) 486-7161 (Las Vegas) or (775) 823-6690 (Reno). Complaints must generally be filed within 180 days of the discriminatory act (300 days if also filing with EEOC). Employees may also file with the federal EEOC at https://www.eeoc.gov/ or 1-800-669-4000.

10. Can I request remote work as a reasonable accommodation in Nevada?

Yes, remote work may be considered as a reasonable accommodation for employees with disabilities under the ADA, or for pregnant employees with pregnancy-related conditions under Nevada’s Pregnant Workers’ Fairness Act. Employers must engage in the interactive process to determine if remote work is an effective accommodation that does not impose undue hardship. Nevada does not provide a general right to request remote work outside the accommodation context.

11. What are employer obligations in Nevada?

Nevada employers must: pay minimum wage and overtime; provide required breaks; pay wages semi-monthly and final wages immediately upon termination; report new hires within 20 days; complete and retain Form I-9; maintain wage and hour records; post required labor law notices; prohibit discrimination and harassment; provide reasonable accommodations; maintain workplace safety; provide workers’ compensation insurance; and comply with all applicable state and federal employment laws.

12. What workplace posters are required in Nevada?

Nevada employers must post numerous state and federal labor law notices including: Nevada minimum wage and overtime bulletins; rules to be observed by employers; paid leave notice; domestic violence leave notice; employment and training programs notice; employment of minors notice; workers’ compensation notice; safety and health protection notice; EEO/discrimination notice; unemployment insurance notice; federal FLSA poster; federal EEO poster; FMLA poster (50+ employees); OSHA poster; and others. All posters are available at: https://labor.nv.gov/Employer/Employer_Posters/ and https://www.dol.gov/general/topics/posters

13. How long must Nevada employers keep employment records?

Nevada requires employers to maintain wage and hour records (gross wages, deductions, net pay, hours worked, payment dates) for 2 years. Federal law (FLSA) requires 3 years for most payroll records. Form I-9 must be retained for 3 years after hire or 1 year after employment ends, whichever is later. Best practice: maintain personnel files for employment duration plus 3-7 years.

14. Does Nevada require paid sick leave?

Nevada requires employers with 50 or more employees to provide paid leave that accrues at 0.01923 hours per hour worked, up to 40 hours per year. Employees may use this leave for any reason. Additionally, when employers provide sick leave, employees must be allowed to use it to assist immediate family members with medical needs. Source: NRS § 608.0197 and § 608.01975.

15. What protections exist for remote workers in Nevada?

All Nevada employment laws apply to remote employees including minimum wage, overtime, break requirements, anti-discrimination protections, and paid leave. Remote work may be required as a reasonable accommodation for disabilities or pregnancy-related conditions. Nevada does not mandate that employers offer remote work or require specific advance notice for return-to-office mandates, though contractual obligations may apply.

Others

Legal Disclaimer: Nature of This Compilation This document is a compilation of publicly available information from official government sources. It is NOT: Legal advice An interpretation of laws or regulations A substitute for consultation with a licensed attorney A comprehensive treatment of all applicable laws Guaranteed to be complete or current

Nevada Employment Law 2026

⚠️Informational only — not legal or tax advice.

Table of Contents

Introduction

Employment Law Framework in Nevada

1.1 At-Will Employment Doctrine

1.2 Labor Law vs. Employment Law: Understanding the Distinction

Comparison Table: Employment Law vs. Labor Law

1.3 Nevada’s Right-to-Work Status

Employee Rights in Nevada

2.1 Wage and Hour Rights

Minimum Wage

Overtime Requirements

Meal and Rest Breaks

Wage Payment Requirements

2.2 Paid Leave Requirements

Paid Leave for Employers with 50+ Employees

Use of Sick Leave for Family Members

No State Paid Sick Leave Mandate (for employers under 50 employees)

Federal Family and Medical Leave Act (FMLA)

Discrimination Laws in Nevada

3.1 Overview of Employment Discrimination Protections

3.2 Protected Classes Under Nevada Law

State-Protected Classes

Federal Protected Classes

3.3 Types of Prohibited Discrimination

Disparate Treatment

Disparate Impact

Harassment

Retaliation

3.4 Sexual Harassment

Types of Sexual Harassment

Legal Standards

Employer Liability

Nevada Sexual Harassment Training Requirements

3.5 Enforcement and Remedies

Filing Discrimination Complaints

Available Remedies

Reasonable Accommodations

4.1 Disability Accommodation Requirements

Legal Framework

What is a Disability?

Qualified Individual with a Disability

Types of Reasonable Accommodations

4.2 Interactive Process

Steps in the Interactive Process

4.3 Undue Hardship Exception

Undue Hardship Analysis

4.4 Religious Accommodations

4.5 Pregnancy Accommodations

Nevada Pregnant Workers’ Fairness Act

4.6 How to Request Reasonable Accommodations

For Employees

For Employers

Employer Obligations in Nevada

5.1 Required Workplace Postings

Nevada State Required Postings

Federal Required Postings

Posting Requirements and Best Practices

5.2 New Hire Reporting

5.3 Recordkeeping Requirements

5.4 Form I-9 and E-Verify

5.5 Wage Payment and Deduction Rules

5.6 Nevada Employer Legal Requirements

Filing Complaints

6.1 Circumstances for Filing Complaints

6.2 Filing Wage Claims with Nevada Office of the Labor Commissioner

6.3 Filing Discrimination Complaints with Nevada Equal Rights Commission (NERC)

6.4 Filing Federal Claims with the Equal Employment Opportunity Commission (EEOC)

6.5 Workplace Safety Complaints with Nevada OSHA

6.6 Private Lawsuits

6.7 Filing Complaint Considerations

6.8 Quick Reference: Where to File

Remote Work in Nevada

7.1 Key Legal Considerations for Remote Work

7.2 Right to Request Remote Work

7.3 Return-to-Office (RTO) Mandates

7.4 Additional Remote Work Resources

2026 Updates and Recent Changes

8.1 Recent Legislative Changes