Nevada HR Consulting & Employment Law for Small Businesses

Nevada has a distinctive minimum wage structure tied to health benefit offerings, broad anti-discrimination protections, and expanded paid leave requirements in Clark County (Las Vegas).

Nevada employers navigate a two-tier minimum wage (depending on whether the employer offers qualifying health benefits), Nevada's Nevada Family Leave Law (for employers with 50+ employees), and Clark County's mandatory paid sick leave requirements. Nevada also restricts non-competes for lower-earning employees and prohibits salary history inquiries.

Note: This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a qualified employment attorney for advice specific to your situation.

Key Nevada Employment Laws

Nevada Two-Tier Minimum Wage

Nevada sets two minimum wage rates. The higher rate applies when the employer does not offer qualifying health insurance. The lower rate applies when qualifying health insurance is offered to the employee. Both rates are adjusted by statute. The two-tier system is unique to Nevada nationally.

Nevada Non-Compete Restrictions

Nevada limits non-compete agreements under NRS 613.195, requiring that agreements be in writing, protect a legitimate business interest, and be reasonable in scope and duration. Non-competes for employees who earn at or below the median family income for Nevada households are void.

Nevada Salary History Inquiry Prohibition

Nevada prohibits employers from seeking salary history from job applicants. Employers cannot use salary history to make any employment decision, though applicants may voluntarily disclose their history after receiving a job offer.

Clark County Paid Sick Leave

Clark County (Las Vegas metro) has enacted a mandatory paid sick leave ordinance requiring employers to provide paid sick leave to employees. Employers in Clark County must track accrual and provide required notices separate from any state-level requirements.

Compliance Thresholds for Nevada Employers

1+ Employees: employees

  • Nevada two-tier minimum wage applies (varies by health benefit offering)
  • Nevada Domestic Violence Leave protections
  • Clark County (Las Vegas): Sick Leave Ordinance (if in Clark County)

15+ Employees: employees

  • Nevada Equal Opportunities for Employment Act anti-discrimination protections
  • Federal Title VII, ADA, and ADEA protections apply

50+ Employees: employees

  • Nevada Family Leave Law (12 weeks unpaid family leave for baby bonding and family care)
  • Federal FMLA applies concurrently
  • ACA employer mandate

Common Questions About Nevada Employment Law

How does Nevada's two-tier minimum wage work?

Nevada has two minimum wage tiers. The lower tier applies when the employer offers qualifying health insurance to the employee at a rate not exceeding a fixed percentage of their gross wages. The higher tier applies when no qualifying health insurance is offered. Both rates are adjusted by statute and are above the federal minimum.

Does Nevada restrict non-compete agreements?

Yes. Nevada requires non-competes to be in writing, protect a legitimate business interest, and be reasonable in duration and geographic scope. Non-competes for employees earning at or below the median Nevada family income are void. Courts may reform overly broad agreements.

Does Nevada prohibit salary history questions?

Yes. Nevada law prohibits employers from requesting or using salary history information from applicants. Applicants who voluntarily disclose their salary history after receiving an offer may have that information considered, but employers cannot solicit it.

What is Nevada Family Leave Law?

Nevada's Family Leave Law applies to employers with 50 or more employees and provides eligible employees up to 12 weeks of unpaid, job-protected leave for baby bonding and family care. It runs concurrently with federal FMLA and has similar eligibility requirements.

Does Nevada require paid sick leave?

Nevada statewide does not mandate paid sick leave for most private employers. However, Clark County (Las Vegas metro) has a paid sick leave ordinance. Employers in Clark County must provide accrued paid sick leave per the county ordinance requirements.

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