Nevada Minimum Wage 2026
⚠️Informational only — not legal or tax advice.
Last Updated: February 4, 2026
Last Reviewed: February 4, 2026
Applicable Period: 2026
Jurisdiction: State of Nevada, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Nevada Minimum Wage – 2026 Quick Reference
- Overview of Minimum Wage Law in Nevada
- Current Minimum Wage Rates in Nevada 2026
- Minimum Wage for Tipped Employees
- Local Minimum Wage Ordinances in Nevada
- Who Is Covered and Who Is Exempt
- Employer Obligations and Enforcement
- Nevada Minimum Wage vs Federal Law
- Minimum Wage Posting Requirements
- Frequently Asked Questions
- Information Verification Log
Introduction
The minimum wage in Nevada establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Nevada maintains a minimum wage of $12.00 per hour, which applies uniformly to all covered employees regardless of whether employers provide health insurance benefits. This unified rate took effect on July 1, 2024, following the elimination of Nevada’s unique two-tier wage system.
Minimum wage regulations in Nevada operate under Article 15, Section 16 of the Nevada Constitution and Nevada Revised Statutes § 608.250, alongside federal requirements established by the Fair Labor Standards Act (FLSA). When state or local minimum wage rates exceed the federal standard, employers must comply with the higher applicable rate. Nevada does not allow tip credits, requiring all employees including tipped workers to receive the full $12.00 minimum wage. No local jurisdictions in Nevada have enacted higher minimum wage ordinances.
This page provides an authoritative overview of Nevada minimum wage law for 2026, including current rates, the history of the two-tier system elimination, tipped employee provisions, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.
| Nevada Minimum Wage — 2026 Quick Reference | |||
|---|---|---|---|
| Category | Rate | Effective Date | Official Source |
| State minimum wage | $12.00/hour | July 1, 2024 | NRS § 608.250 |
| Tipped minimum wage | $12.00/hour | July 1, 2024 | NRS § 608.160 |
| Tip credit allowed | No | — | NRS § 608.160 |
| Next scheduled increase | None | N/A | NV Constitution Art. 15 § 16 |
| Rate adjustment mechanism | Fixed | — | Legislation required |
| Federal minimum wage | $7.25/hour | July 24, 2009 | U.S. DOL |
| Local minimum wages | No | — | State preemption |
| Two-tier system | Eliminated | July 1, 2024 | NV Question 2 (2022) |
Last verified: February 5, 2026 via Nevada Office of the Labor Commissioner
Overview of Minimum Wage Law in Nevada
Legal Authority
Nevada minimum wage requirements are established under Article 15, Section 16 of the Nevada Constitution and codified in Nevada Revised Statutes § 608.250. The Nevada Office of the Labor Commissioner administers and enforces minimum wage regulations in Nevada. The constitutional minimum wage provision was originally enacted by voter initiative in 2006 as Question 6 and most recently amended by voters in November 2022 through Question 2, which eliminated the state’s two-tier wage system.
Relationship to Federal Law
Under the Fair Labor Standards Act (FLSA), the federal minimum wage establishes a floor of $7.25 per hour for covered employers and employees. Nevada law operates independently with its own constitutional minimum wage standard of $12.00 per hour. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.
Because Nevada’s minimum wage of $12.00 exceeds the federal minimum by $4.75 per hour, most covered employers must comply with the state rate. Employers not subject to Nevada minimum wage requirements but covered by federal law must comply with FLSA standards.
Coverage Scope
Nevada minimum wage law applies to all employers in private employment within the state. The Nevada Constitution Article 15, Section 16 does not establish employer size thresholds or annual sales minimums for coverage. All private employers with employees working in Nevada must comply with the $12.00 hourly minimum wage requirement, regardless of the number of employees or business revenue.
Specific exemptions from minimum wage requirements are limited to persons under 18 years of age employed by nonprofit organizations for after-school or summer employment, and persons employed as trainees for a period not longer than 90 days. Independent contractors properly classified under Nevada law are not covered.
Higher Rate Principle
The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal, state, or local. In Nevada, employers must compare the federal minimum wage of $7.25 per hour with Nevada’s constitutional minimum of $12.00 per hour and apply the higher Nevada rate. Although Nevada statute does not prohibit local minimum wage ordinances, no Nevada cities or counties have enacted rates exceeding the state minimum wage.
Current Minimum Wage Rates in Nevada 2026
Standard Hourly Minimum Wage
As of July 1, 2024, the standard minimum wage in Nevada is $12.00 per hour for all covered employees. This rate applies uniformly across the state to all non-exempt employees regardless of employer size, industry, or whether the employer provides health insurance benefits.
Nevada’s minimum wage increased to $12.00 per hour on July 1, 2024, as the final step in a series of scheduled increases enacted under Assembly Bill 456 during the 2019 legislative session. This legislation established incremental annual increases beginning July 1, 2020, with rates rising from $8.00/$9.00 (depending on health benefits offered) to the current unified $12.00 rate.
The elimination of Nevada’s two-tier minimum wage system represents a significant change in state law. From 2006 through June 30, 2024, Nevada maintained a unique constitutional provision allowing employers who offered qualifying health insurance to pay $1.00 per hour less than employers who did not offer such benefits. Nevada voters approved Question 2 in November 2022, which amended the state constitution to establish a single $12.00 minimum wage effective July 1, 2024, regardless of health benefit provision.
Daily Overtime Threshold Implications
Nevada law creates a unique daily overtime requirement tied to the minimum wage rate. Under NRS § 608.018, employers must pay overtime at 1.5 times the regular rate for employees earning less than 1.5 times the minimum wage when those employees work:
- More than 8 hours in any workday, or
- More than 40 hours in any workweek
For 2026, employees earning less than $18.00 per hour ($12.00 minimum wage × 1.5) are entitled to daily overtime after 8 hours of work. Employees earning $18.00 per hour or more are entitled to overtime only after working more than 40 hours in a workweek, unless they agree to a 4-day, 10-hours-per-day work schedule.
This daily overtime provision distinguishes Nevada from most other states and provides additional wage protections for lower-wage workers beyond federal FLSA requirements.
No Geographic or Regional Variations
Nevada establishes a single statewide minimum wage rate with no geographic or regional variations. The $12.00 per hour rate applies uniformly in all Nevada counties and municipalities, including major metropolitan areas such as Las Vegas (Clark County), Reno and Sparks (Washoe County), Henderson, and Carson City.
Unlike some states with cost-of-living adjustments for different regions, Nevada’s constitutional minimum wage provision requires the same rate throughout the state. Employers operating in multiple Nevada locations must apply the $12.00 minimum wage at all work sites within the state.
No Industry-Specific Rates
Nevada does not establish industry-specific minimum wage rates. The $12.00 per hour minimum applies across all industries and sectors, including:
- Hospitality and gaming (hotels, casinos, restaurants)
- Retail and service businesses
- Healthcare and medical facilities
- Construction and manufacturing
- Agriculture and farming operations
- Professional services and offices
All covered employees in these industries must receive at least $12.00 per hour, with the exception of properly classified independent contractors and the limited exemptions for youth employment in nonprofit organizations and trainees.
No Employer Size Variations
Nevada does not establish different minimum wage rates based on employer size. All private employers must pay the $12.00 minimum wage regardless of:
- Total number of employees
- Number of employees at a single location
- Annual gross sales or revenue
- Years in operation
A business with one employee has the same minimum wage obligations as a business with thousands of employees. This uniform application ensures consistent wage standards across Nevada’s diverse business landscape.
Scheduled Increases
No further minimum wage increases are currently scheduled in Nevada. The minimum wage will remain at $12.00 per hour unless modified by future constitutional amendment or legislative action.
Nevada’s constitutional minimum wage provision does not include an automatic annual adjustment mechanism tied to inflation or the Consumer Price Index. The $12.00 rate established by the 2022 constitutional amendment (Question 2) is fixed and requires either a new constitutional amendment approved by voters or legislative action to change.
The Nevada Constitution Article 15, Section 16 explicitly authorizes the Nevada Legislature to establish a minimum wage greater than the constitutional rate through statutory law. Any legislative increase would require passage of a bill through both houses of the Nevada Legislature and the Governor’s signature. However, the Legislature cannot reduce the minimum wage below the $12.00 constitutional floor without voter approval of a constitutional amendment.
Minimum Wage for Tipped Employees
No Tip Credit Allowed
Nevada does not permit employers to take a tip credit against minimum wage obligations. All employees, including those who receive tips, must be paid the full state minimum wage of $12.00 per hour before any tips are considered.
This means:
- Tipped employees receive $12.00 per hour as base compensation
- All tips earned are additional compensation beyond the minimum wage
- Employers cannot use customer tips to satisfy minimum wage requirements
- Tips belong entirely to employees and cannot be retained by employers
Under NRS § 608.160, tips and gratuities received by employees cannot be credited as any part of or offset against the wage rates required by Nevada law. This prohibition applies to all tipped occupations including restaurant servers, bartenders, casino dealers, hotel service workers, valets, delivery drivers, and any other employees who customarily receive tips from customers.
Tipped Employee Rights
Nevada law establishes specific protections for employees who receive tips:
Tip Ownership: All tips received by employees are the property of the employee. Under NRS § 608.160, employers cannot require employees to credit tips against their minimum wage obligations, and employers cannot retain any portion of tips received by employees for employer use.
Service Charges: Mandatory service charges or gratuities added to customer bills are not considered tips under Nevada law. These charges become the property of the employer unless the employer voluntarily distributes them to employees. Employers must clearly distinguish between mandatory service charges (which belong to the employer) and voluntary tips (which belong to employees).
Tip Pooling: Nevada law permits voluntary tip pooling arrangements among employees. Under NRS § 608.160, no employer or his agent shall collect, take, or receive any gratuity or a part thereof that is paid, given to, or left for an employee by a patron. However, employees may agree among themselves to pool or share tips.
Employers and managers cannot participate in tip pools. Only employees who customarily and regularly receive tips may participate in tip pooling arrangements. Back-of-house employees (kitchen staff, dishwashers) may be included in tip pools if the pooling arrangement is voluntary among employees.
Credit Card Processing Fees: Nevada law does not explicitly address whether employers may deduct credit card processing fees from tips paid via credit card. The Nevada Office of the Labor Commissioner has not issued formal guidance on this issue. Employers considering such deductions should exercise caution and may wish to seek legal counsel, as any deduction that reduces an employee’s compensation below $12.00 per hour would violate minimum wage requirements.
Comparison to Federal Law
Nevada’s prohibition on tip credits contrasts sharply with federal law. Under the FLSA, employers may pay tipped employees a cash wage as low as $2.13 per hour, provided that tips bring total compensation to at least $7.25 per hour. Because Nevada’s constitutional minimum wage provides greater protection than federal law, the Nevada standard applies to all employees working in Nevada.
This makes Nevada one of seven states (along with Alaska, California, Minnesota, Montana, Oregon, and Washington) that do not allow employers to pay tipped employees less than the standard minimum wage.
Local Minimum Wage Ordinances in Nevada
Nevada does not have local minimum wage ordinances. The statewide minimum wage of $12.00 per hour applies uniformly across all cities, counties, and municipalities within the state. No Nevada locality has enacted a higher minimum wage rate than the state constitutional requirement.
Statewide Uniform Rate
All employers in Nevada must comply with the $12.00 per hour minimum wage regardless of where their business operates within the state. This includes:
- Clark County (Las Vegas, Henderson, North Las Vegas): $12.00/hour
- Washoe County (Reno, Sparks): $12.00/hour
- Carson City (state capital): $12.00/hour
- Rural counties (all other Nevada counties): $12.00/hour
Major cities including Las Vegas, Reno, Henderson, and Sparks have not enacted separate minimum wage ordinances. The $12.00 statewide rate applies uniformly in all municipalities.
No Local Preemption Statute
Nevada law does not explicitly prohibit local governments from enacting minimum wage ordinances. Unlike some states that have enacted specific preemption statutes preventing localities from establishing wage floors higher than the state minimum, Nevada’s statutes do not include such language.
However, the Nevada Constitution Article 15, Section 16 establishes minimum wage requirements as a matter of constitutional law applicable throughout the state. No Nevada locality has tested whether a city or county ordinance establishing a higher minimum wage would be permitted under state law.
As a practical matter, Nevada employers face a single uniform minimum wage standard of $12.00 per hour regardless of business location within the state.
Remote Work Considerations
For employees working remotely, the minimum wage of the jurisdiction where the employee physically performs work generally applies. Remote workers physically located in Nevada are entitled to Nevada’s $12.00 minimum wage, even if their employer’s headquarters or principal place of business is located in another state.
Conversely, Nevada employers with remote workers located in other states must comply with the minimum wage requirements of the state where the remote employee physically performs work.
Who Is Covered and Who Is Exempt
Employees Covered by Nevada Minimum Wage
Nevada minimum wage law covers most employees working in private employment within the state. Unless specifically exempted, covered employees include:
- Private sector workers: Full-time and part-time employees of private businesses, regardless of employer size
- Salaried non-exempt employees: Employees paid on a salary basis who do not qualify for executive, administrative, or professional exemptions
- Hourly employees: Workers compensated on an hourly basis
- Temporary and seasonal workers: Employees hired for limited periods or specific seasons
- Tipped employees: Restaurant servers, bartenders, casino dealers, and all other employees who receive tips must be paid $12.00 per hour before tips
- Adult workers: All employees age 18 and older
The Nevada Constitution Article 15, Section 16 provides broad coverage, applying to all employees in private employment unless a specific exemption applies.
Exemptions from Minimum Wage Requirements
Nevada law provides limited exemptions from minimum wage requirements. The Nevada Constitution Article 15, Section 16 explicitly exempts only:
Persons Under 18 Years of Age in Nonprofit Employment
Employees under age 18 who work for nonprofit organizations in after-school or summer employment programs are exempt from minimum wage requirements. This exemption applies only to employment by nonprofit organizations and only for after-school or summer programs specifically designed for youth employment and education.
Trainees (90-Day Limitation)
Persons employed as trainees for a period not longer than 90 days may be exempt from minimum wage requirements. This exemption aligns with federal FLSA provisions under 29 U.S.C. § 206(g) allowing employers to pay trainees a subminimum wage during an initial training period not exceeding 90 days.
Employers claiming the trainee exemption must demonstrate that the position constitutes bona fide training and that the 90-day limitation is observed. After 90 days of employment, the employee must be paid at least $12.00 per hour.
Collective Bargaining Agreement Waivers
The provisions of Nevada Constitution Article 15, Section 16 may be waived in a bona fide collective bargaining agreement, but only if the waiver is explicitly set forth in the agreement in clear and unambiguous terms. This allows unionized employers and employees to negotiate wage rates below the constitutional minimum if both parties agree and the waiver is clearly stated in the collective bargaining agreement.
Unilateral implementation of terms and conditions of employment by either party to a collective bargaining relationship does not constitute a waiver of minimum wage provisions.
Executive, Administrative, and Professional Exemptions
Nevada law recognizes executive, administrative, and professional exemptions from minimum wage and overtime requirements. However, these exemptions apply to overtime obligations rather than minimum wage per se.
Under NRS § 608.018, employees who meet both salary and duties tests for bona fide executive, administrative, or professional status are exempt from Nevada’s daily overtime requirements. These employees must still be paid for all hours worked but are not entitled to overtime premium pay.
Nevada generally follows federal FLSA standards for determining executive, administrative, and professional exemptions, including salary thresholds adjusted periodically by the U.S. Department of Labor.
Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by Nevada minimum wage requirements. However, Nevada applies strict tests to determine independent contractor status.
Under NAC § 608.155, an independent contractor means a self-employed person who agrees with a client to do work for the client, for a certain fee, according to the means or methods of the self-employed person and not subject to the supervision or control of the client.
Misclassification of employees as independent contractors may result in penalties, back wages, and other remedies. The Nevada Office of the Labor Commissioner investigates misclassification claims and can require employers to pay back wages and penalties for improperly classified workers.
Public Sector Employees
Nevada Constitution Article 15, Section 16 applies specifically to “private employment.” Public sector employees (those employed by state, county, or municipal governments) are not covered by the constitutional minimum wage provision. Public employers are subject to federal FLSA minimum wage requirements but may establish compensation through collective bargaining, civil service regulations, or other public employment frameworks.
Agricultural Employees
Nevada law does not provide a blanket exemption for agricultural employees. Farm workers and agricultural employees are generally covered by Nevada’s $12.00 minimum wage requirement.
However, NRS § 608.154 provides that the monetary limitations on the value of lodging provided as part of wages do not apply to agricultural employees. This allows agricultural employers more flexibility in providing housing as part of compensation packages, but does not exempt agricultural workers from minimum wage requirements.
Domestic Workers
Domestic workers in Nevada are covered by minimum wage requirements under specific provisions. NRS § 613.620 establishes that domestic workers must be paid at least the minimum hourly wage published pursuant to Nevada Constitution Article 15, Section 16.
Domestic workers include persons paid to perform work of a domestic nature for an employer’s household, including housekeeping, housecleaning, cooking, laundering, nanny services, caretaking of sick, convalescing or elderly persons, gardening, or chauffeuring.
Workers with Disabilities
Nevada law provides a limited exception for workers with disabilities participating in specific programs. Under NRS § 608.255 and NRS § 435.305-435.310, employers may pay employees with developmental disabilities less than minimum wage if the employee participates in a jobs and day training services program that has received certificates from the Division of Public and Behavioral Health of the Department of Health and Human Services.
This exception aligns with federal FLSA Section 14(c) provisions allowing payment of subminimum wages to workers with disabilities under specific circumstances and with proper certification.
Employer Obligations and Enforcement
Employer Compliance Requirements
Employers subject to Nevada minimum wage law must:
- Pay the applicable minimum wage of $12.00 per hour for all hours worked
- Maintain accurate payroll records documenting hours worked and wages paid for each employee
- Display required posters informing employees of minimum wage rates and employee rights
- Issue compliant wage statements showing gross wages, deductions, and net pay
- Pay wages on required schedule (semimonthly unless alternative schedule permitted)
- Comply with overtime requirements for employees earning less than $18.00 per hour
Recordkeeping Requirements: Under NRS § 608.115, employers must maintain accurate records of:
- Employee names, addresses, and occupations
- Hours worked each workday and workweek
- Wage rates and total wages paid each pay period
- Deductions from wages
- Dates of payment and pay periods covered
Records must be maintained for a period sufficient to allow investigation of wage claims, which may be filed up to 24 months after the alleged violation.
Enforcement of Minimum Wage Law
The Nevada Office of the Labor Commissioner enforces minimum wage requirements in Nevada. The agency:
- Investigates wage complaints filed by employees
- Conducts routine compliance inspections
- Issues determinations and orders for wage violations
- Collects unpaid wages and penalties on behalf of employees
- Refers cases for criminal prosecution when appropriate
Filing a Complaint: Employees who believe they have not been paid proper minimum wage may file a complaint with the Nevada Office of the Labor Commissioner through:
- Online: Complaint forms available at labor.nv.gov
- Phone (Carson City): (775) 684-1890
- Phone (Las Vegas): (702) 486-2650
- Mail (Carson City): Office of the Labor Commissioner, 1818 College Parkway, Suite 102, Carson City, NV 89706
- Mail (Las Vegas): Office of the Labor Commissioner, 3340 West Sahara Avenue, Las Vegas, NV 89102
The Labor Commissioner will not accept any claim or complaint based on an act or omission that occurred more than 24 months before the date on which the claim is filed.
NRS § 608.260 prohibits retaliation against employees who file wage complaints or cooperate with investigations. Employers who retaliate may face additional penalties and civil liability.
Penalties for Minimum Wage Violations
Employers who violate Nevada minimum wage law may be subject to:
Back Wages: Employers must pay employees the difference between wages paid and the required minimum wage of $12.00 per hour for all hours worked. The Nevada Office of the Labor Commissioner can collect unpaid wages on behalf of employees for violations occurring within the 24 months prior to filing a complaint.
Unpaid Wage Penalties: Under NRS § 608.140, if an employer fails to pay wages due to an employee, the wages continue as a penalty from the due date at the same rate until paid or until an action is commenced for collection, for a period not exceeding 30 days.
Administrative Penalties: The Labor Commissioner may assess civil penalties against employers who willfully or repeatedly violate minimum wage requirements. Penalties are determined on a case-by-case basis depending on the severity and frequency of violations.
Interest: Unpaid wages may accrue interest from the date wages were due until paid.
Criminal Penalties: Under NRS § 608.290, employers who willfully violate wage and hour provisions may be guilty of a misdemeanor. Each violation may constitute a separate offense.
Civil Actions: Under NRS § 608.260, employees may bring civil actions against employers for minimum wage violations. Actions must be commenced within 2 years from the time the cause of action accrued. Employees who prevail may recover unpaid wages, penalties, costs, and reasonable attorney fees.
Nevada Minimum Wage vs Federal Law
The Federal Minimum Wage Floor
The Fair Labor Standards Act (FLSA) establishes a federal minimum wage of $7.25 per hour, which has remained unchanged since July 24, 2009. This federal rate sets a floor for minimum wage requirements nationwide and applies to employers engaged in interstate commerce or with annual gross sales exceeding $500,000.
The federal minimum wage applies to most private sector employers and employees in Nevada who are engaged in interstate commerce or in the production of goods for interstate commerce. Common examples include businesses that make sales or purchases across state lines, handle goods shipped from out of state, or communicate with clients or customers in other states.
When State Law Applies
Because Nevada’s minimum wage of $12.00 exceeds the federal minimum of $7.25, most employees working in Nevada are entitled to the higher state rate. Nevada’s constitutional minimum wage provision applies broadly to all employees in private employment within the state, providing greater protection than federal law.
The federal minimum serves as a fallback only for the limited category of employers and employees who may be covered by federal law but fall outside Nevada’s constitutional coverage. In practice, nearly all employees working in Nevada receive the benefit of the state’s $12.00 minimum wage.
Higher Applicable Rate Rule
The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal, state, or local—provides employees the highest hourly wage. This rule ensures workers receive maximum protection under applicable law.
Practical Application:
- Identify all minimum wage rates that may apply (federal and state)
- Determine which rates cover the specific employer and employee
- Pay the highest applicable rate
In Nevada, this means comparing the federal minimum of $7.25 with Nevada’s constitutional minimum of $12.00 and applying the higher Nevada rate. Because no Nevada localities have enacted minimum wage ordinances, employers need only compare federal and state rates.
Nevada’s Constitutional Advantage
Nevada’s constitutional minimum wage provision provides several advantages over purely statutory minimum wages:
Constitutional Protection: As a constitutional provision approved by voters (Question 6 in 2004 and 2006, amended by Question 2 in 2022), Nevada’s minimum wage cannot be reduced by legislative action alone. Any decrease would require voter approval of a constitutional amendment.
Direct Enforcement: Nevada Constitution Article 15, Section 16 creates a direct constitutional right to minimum wage, allowing employees to bring civil actions for violations in addition to administrative enforcement by the Labor Commissioner.
Legislative Floor: The constitutional provision establishes a floor that the Legislature cannot reduce, but the Legislature retains authority under Nevada Constitution Article 15, Section 16(3) to establish by law a minimum wage greater than the constitutional rate.
| Regional Minimum Wage Context — Nevada (2026) | |
|---|---|
| Nevada’s minimum wage of $12.00/hour can be compared to surrounding states for regional context. | |
| State | 2026 Rate |
| Nevada | $12.00 |
| Arizona | $14.70 |
| California | $16.50 |
| Idaho | $7.25 (federal) |
| Oregon | $14.70 (standard) |
| Utah | $7.25 (federal) |
Nevada’s rate of $12.00 falls in the middle range among Western states. California leads the region with $16.50, while neighboring Idaho and Utah maintain the federal minimum of $7.25. Arizona and Oregon both established rates of $14.70 for 2026. Nevada’s constitutional minimum wage provides stronger protection than federal law while remaining below some neighboring states.
For detailed state-by-state minimum wage comparisons and analysis throughout the United States, see comprehensive minimum wage comparison resources.
Note: Rates shown are standard minimum wages and may not reflect local or industry-specific variations in other states.
Minimum Wage Posting Requirements
Nevada law requires employers to display an official minimum wage notice in a conspicuous location accessible to all employees. The poster must include current wage rates, employee rights, and contact information for the Nevada Office of the Labor Commissioner.
Where to obtain posters:
- Download from Nevada Office of the Labor Commissioner website
- Order printed copies: Contact the Labor Commissioner’s office at (775) 684-1890 (Carson City) or (702) 486-2650 (Las Vegas)
- Available languages: English and Spanish
Required Postings: Nevada employers must display:
- Minimum Wage Bulletin (showing current $12.00 rate)
- Daily Overtime Bulletin (showing overtime thresholds)
- Additional required labor law posters as specified by the Nevada Office of the Labor Commissioner
Posting locations: Notices must be posted in each workplace location where employees can readily see them, typically near time clocks, in break rooms, or at other prominent locations accessible to all employees.
Compliance: Failure to display required posters may result in citations and penalties from the Nevada Office of the Labor Commissioner. Employers must update posters when minimum wage rates or requirements change.
Frequently Asked Questions: Minimum Wage in Nevada 2026
What is the minimum wage in Nevada in 2026?
The minimum wage in Nevada is $12.00 per hour as of July 1, 2024. This rate applies to all covered employees regardless of whether employers provide health insurance benefits. Tipped employees must also receive $12.00 per hour before tips.
When is the next minimum wage increase in Nevada?
No minimum wage increases are currently scheduled in Nevada. The rate will remain $12.00 per hour unless changed by future constitutional amendment approved by voters or legislative action. Nevada’s constitutional minimum wage provision does not include automatic annual adjustments tied to inflation.
Does Nevada allow tip credit?
No, Nevada does not allow tip credit. All employees, including those who receive tips, must be paid the full minimum wage of $12.00 per hour. Tips received by employees are additional compensation beyond the minimum wage and cannot be used by employers to satisfy minimum wage obligations.
Are there different minimum wages in different cities in Nevada?
No, Nevada maintains a uniform statewide minimum wage of $12.00 per hour. No cities or counties in Nevada have enacted minimum wages higher than the state rate. The same $12.00 rate applies in Las Vegas, Reno, Henderson, Carson City, and all other Nevada municipalities.
Who is exempt from minimum wage in Nevada?
Exemptions from Nevada minimum wage are limited to: persons under 18 years of age employed by nonprofit organizations for after-school or summer employment; persons employed as trainees for not longer than 90 days; employees covered by collective bargaining agreements that explicitly waive minimum wage provisions; and properly classified independent contractors. Most hourly workers, including part-time employees, are covered.
What happens if an employer pays below minimum wage in Nevada?
Employers who pay below minimum wage face back wage liability for the difference between wages paid and $12.00 per hour, continuing wage penalties for up to 30 days, administrative penalties, potential criminal prosecution for willful violations, and civil liability including attorney fees. Employees can file complaints with the Nevada Office of the Labor Commissioner to recover unpaid wages.
Do small businesses have to pay minimum wage in Nevada?
Yes, all employers in Nevada must pay minimum wage regardless of size. Even businesses with one employee must comply with the $12.00 hourly rate. Nevada’s constitutional minimum wage provision does not provide exemptions based on employer size, number of employees, or annual revenue.
Is Nevada’s minimum wage higher than the federal minimum?
Yes, Nevada’s minimum wage of $12.00 is $4.75 higher than the federal minimum wage of $7.25 per hour. Employers in Nevada must pay the higher state rate. Nevada’s constitutional minimum wage provides significantly greater protection than federal FLSA requirements.
How often does Nevada increase its minimum wage?
Nevada’s minimum wage is set by constitutional provision and does not automatically adjust. The current $12.00 rate was established by voter-approved constitutional amendment (Question 2, November 2022) and took effect July 1, 2024. Changes require either new legislation passed by the Nevada Legislature or voter approval of future constitutional amendments.
Can employers pay less than minimum wage during training?
Nevada permits employers to pay less than minimum wage to persons employed as trainees for a period not longer than 90 days, consistent with federal FLSA provisions. After 90 days, employers must pay at least $12.00 per hour. The trainee exemption applies only to bona fide training positions and is limited in duration.
How to file a minimum wage complaint in Nevada
Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Nevada Office of the Labor Commissioner. Filing methods include:
- Online: labor.nv.gov complaint forms
- Phone (Carson City): (775) 684-1890
- Phone (Las Vegas): (702) 486-2650
- In-person (Carson City): 1818 College Parkway, Suite 102, Carson City, NV 89706
- In-person (Las Vegas): 3340 West Sahara Avenue, Las Vegas, NV 89102
The Nevada Office of the Labor Commissioner will investigate the complaint and may recover unpaid wages on behalf of the employee. Nevada law prohibits employer retaliation against workers who file wage complaints or participate in investigations.
Do remote workers in Nevada get the Nevada minimum wage?
Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Nevada are typically entitled to Nevada’s minimum wage of $12.00 per hour, even if their employer is based in another state. Employers with remote workers should comply with the minimum wage requirements of the state where the employee physically works.
Information Verification Log
All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.
| Nevada Minimum Wage — Official Sources (2026) | ||
|---|---|---|
| Source | Last Verified | Full URL |
| Nevada Constitution Article 15, Section 16 | February 5, 2026 | https://www.leg.state.nv.us/const/nvconst.html#Art15Sec16 |
| Nevada Revised Statutes § 608.250 (Minimum wage) | February 5, 2026 | https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec250 |
| Nevada Revised Statutes § 608.160 (Tip credit) | February 5, 2026 | https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec160 |
| Nevada Revised Statutes § 608.018 (Overtime) | February 5, 2026 | https://www.leg.state.nv.us/nrs/nrs-608.html#NRS608Sec018 |
| Nevada Office of the Labor Commissioner | February 5, 2026 | https://labor.nv.gov/ |
| Nevada Administrative Code Chapter 608 | February 5, 2026 | https://www.leg.state.nv.us/nac/nac-608.html |
| Fair Labor Standards Act (FLSA) | February 5, 2026 | https://www.dol.gov/agencies/whd/flsa |
| U.S. Department of Labor – Minimum Wage | February 5, 2026 | https://www.dol.gov/agencies/whd/minimum-wage |