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Labor law in Nevada is a branch of law that governs the relationship between employers and employees within the state. It covers a range of areas including minimum wage, overtime pay, workplace safety, discrimination, wrongful termination, and union rights. Both federal and state laws apply, but Nevada has specific statutes and regulations that set it apart from other states. Protecting employee rights while ensuring employers can operate fairly and efficiently is the ultimate goal of labor law in Nevada.
You may need a lawyer with experience in labor law for a variety of reasons. Common situations include:
An attorney can help you understand your rights, assess the strength of your case, navigate administrative processes, negotiate settlements, or represent you in court if necessary.
Nevada’s labor laws touch on several areas that may be especially relevant for employees and employers:
Employers and employees are strongly encouraged to consult state and federal guidelines to ensure compliance.
As of July 2024, Nevada has a two-tiered minimum wage: one rate applies for employers who offer qualifying health benefits and a higher rate for those who do not. The rates are subject to annual increases, so check the Nevada Labor Commissioner’s updates for the current figures.
Most non-exempt employees in Nevada are entitled to overtime for hours worked over 40 per week or 8 per day, unless specific exemptions apply based on your job duties or pay structure.
Yes, employees are generally entitled to a 30-minute unpaid meal break for every 8 hours worked and a 10-minute paid rest break for every 4 hours, with some exemptions for small businesses or certain industries.
Nevada is an at-will employment state, but termination cannot be for illegal reasons such as discrimination, retaliation, or violation of an employment contract. You are also entitled to a final paycheck within the time specified by law.
You can file a wage claim with the Nevada Office of the Labor Commissioner, which investigates wage and hour complaints, or consult an attorney for assistance in pursuing your claim.
Both Nevada and federal laws protect employees from discrimination based on protected categories like race, religion, gender, sexual orientation, and more. You can file a complaint with the Nevada Equal Rights Commission or the Equal Employment Opportunity Commission.
Employers may generally require overtime, but must pay the appropriate overtime rate and cannot retaliate against you for asserting your rights.
Employers with 50 or more employees are usually required to provide paid leave. The leave can be used for medical reasons, to care for a sick family member, or for reasons related to domestic violence or sexual assault.
Workplace safety complaints in Nevada should be directed to Nevada OSHA. Employers are required to provide a safe and healthy work environment, and employees are protected from retaliation for reporting concerns.
Employees are guaranteed the right to organize, join, or assist unions, and to engage in collective bargaining. Employers cannot interfere with these rights or retaliate against union activity.
If you believe your rights as an employee or employer have been violated, consider the following steps:
Seeking early guidance can help you protect your rights and achieve a fair outcome. Labor law cases can be complex, and a legal professional is best equipped to help you navigate Nevada's specific requirements.
