Nevada has a single minimum wage, no tip credit, a daily overtime rule tied to pay level, mandatory paid rest breaks, and paid leave for larger employers. The Office of the Labor Commissioner enforces most of these rules. Here is the summary.
EZTime labor rule alerts flag overtime and missed rest periods before payroll.
| Topic | Rule |
|---|---|
| Minimum wage | $12.00 per hour for all employees (2026 Minimum Wage Bulletin) |
| Tipped employees | No tip credit; tips cannot count toward the minimum wage |
| Overtime | Under $18.00/hour: over 8 hours in 24 or 40 in a week. $18.00+: over 40 in a week (Daily Overtime Bulletin) |
| Meal break | 30 minutes after 8 continuous hours |
| Rest breaks | Paid 10 minutes for each 4 hours worked |
| Paid leave | Private employers with 50+ employees: 0.01923 hours per hour worked (paid leave notice) |
| Paydays | Semi-monthly or more often |
| Final pay | Discharge: immediately. Quit: next payday or 7 days, whichever is earlier |
The Nevada Labor Commissioner's 2026 Annual Minimum Wage Bulletin, posted June 29, 2026, lists the minimum wage at $12.00 per hour for the year starting July 1, 2026. Ballot Question 2, approved in November 2022, ended the old two-tier system on July 1, 2024, so the rate now applies to all employees regardless of whether the employer offers health benefits. The Labor Commissioner has not announced a different rate for January 1, 2027.
Nevada does not allow a tip credit. Under NRS 608.160, employers may not keep any part of employees' tips or apply tips toward the minimum wage. The Labor Commissioner's Nevada labor facts sheet notes that mandatory tip pools may include employees of different ranks, as long as every tip is distributed and the employer keeps none. Employers also must provide distinctive uniforms at no cost to employees.
Nevada's overtime rule depends on how much the employee earns. The threshold is 1.5 times the minimum wage, which is $18.00 per hour in 2026.
| Employee | Overtime rule |
|---|---|
| Paid less than $18.00 per hour | 1.5x the regular rate for hours over 8 in any 24-hour period or over 40 in a workweek |
| Paid $18.00 per hour or more | 1.5x the regular rate for hours over 40 in a workweek only |
Because daily overtime depends on the 24-hour period, accurate punch times matter. Try the overtime calculator and see our FLSA overtime guide for the federal tests.
Nevada is one of the few states that requires both meal and paid rest breaks for adults (NRS 608.019 and NAC 608.145). According to the Labor Commissioner's Rules to Be Observed by Employers:
The U.S. Department of Labor rest period summary notes that rest breaks are not required for employees whose total daily work time is under 3½ hours, that the rules apply to employers of two or more employees at a location, and that the Labor Commissioner may grant an exemption based on business necessity. Employees covered by a collective bargaining agreement are excluded.
Under NRS 608.0197, private employers with 50 or more employees in Nevada must provide paid leave. The Labor Commissioner's paid leave notice sets out the rules:
Separately, employees who have worked for at least 90 days may take up to 160 hours of leave in a 12-month period if they or a family member are victims of domestic violence or sexual assault. Employers cannot require an employee to report in person that they are sick or injured outside of work. Use our PTO accrual calculator to model the 0.01923 accrual rate.
Nevada wages must be paid semi-monthly or more often (NRS 608.060). Employers must set regular paydays and post them in two conspicuous places, and must give at least 7 days' written notice before changing a payday or place of payment. A pay cut also requires written notice at least 7 days before it takes effect.
| Situation | Final pay deadline |
|---|---|
| Employer discharges the employee | Wages due immediately; they are not considered late until three days after the last day worked |
| Employee quits or resigns | Due by the next regular payday or within 7 days, whichever is earlier |
Deductions beyond those required by law require the employee's prior, specific written authorization stating the amount, purpose and pay period. Employers may not require employees to rebate or return wages.
Nevada's child labor statute, NRS Chapter 609, sets these limits beyond federal law:
Nevada's statute does not set up a general work permit for 14- and 15-year-olds. It treats a violation of the federal FLSA child labor rules as a violation of state law, so federal hour and occupation limits apply as well.
For each pay period, employers must keep a record showing gross wages, written-authorized deductions with their purpose and amount, net wages, total hours worked noted by day, and the payment date. Paid leave accrual and use records must be kept for at least one year. The Labor Commissioner's employer posters page lists the notices required in every place of business with employees, including the 2026 Minimum Wage Bulletin, the 2026 Daily Overtime Bulletin, the paid leave notice, the Rules to Be Observed by Employers, and the domestic violence leave bulletin. A time card calculator helps confirm daily hours.
EZTime gives Nevada businesses one place to capture hours and keep them compliant. Employees can clock in from a GPS mobile time clock with geofencing, tap NFC tags at a job site, or use a tablet kiosk or biometric clock at the front door. Managers build shifts with templates and approve swaps in the scheduling software, get alerts before someone crosses an overtime threshold or misses a break, and track PTO and sick-leave balances automatically. At the end of the period, export payroll-ready Excel or PDF reports that work with any payroll software. Plans start from $2 per employee per month, with a 14-day trial — see pricing.
This guide is general information, not legal advice. Laws change; check the Nevada Office of the Labor Commissioner or an employment attorney. Last reviewed November 2026.
Nevada’s minimum wage is $12.00 per hour, as listed in the Labor Commissioner’s 2026 bulletin for the year starting July 1, 2026. It applies to all employees regardless of health benefits.
Yes, for employees paid less than 1.5 times the minimum wage ($18.00 per hour). They earn overtime after 8 hours in a 24-hour period or 40 hours in a week, unless they agreed to a four-tens schedule or are exempt.
Yes. Employees get a paid 10-minute rest period for each 4 hours worked or major fraction, and an unpaid 30-minute meal period after 8 continuous hours.
Private employers with 50 or more employees must provide at least 0.01923 hours of paid leave per hour worked. Employees can start using it on their 90th day and do not have to give a reason.
A discharged employee’s wages are due immediately. An employee who quits must be paid by the next regular payday or within 7 days, whichever comes first.