Hiring in Nevada requires careful attention to leave and time‑off requirements.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Welcome to Nevada, home of the Hoover Dam and the famous Sin City, Las Vegas.
Nevada’s employment laws combine a strong statewide minimum wage, mandatory paid leave for larger employers, and specific rules on meal and rest breaks. Employers must also ensure compliance with detailed record-keeping and final pay requirements.
Whether you manage employees directly or through an Employer of Record (EOR) like HireArt, understanding Nevada’s labor standards is key to ensuring fair pay, proper classification, and full legal compliance.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Nevada sets its own statewide minimum wage, indexed annually for inflation.
As of 2025, the state’s single minimum wage rate is $12.00 per hour. This applies to nearly all employees, replacing the state’s former dual-rate system. Local governments are preempted from setting separate minimum wage ordinances, ensuring consistency across the state.
Employers must follow the higher applicable rate between state and local law.
Nevada requires certain employers to provide paid leave that can be used for any reason.
Under state law, private employers with 50 or more employees must provide up to 40 hours of general paid leave per year. This leave may be used for personal illness, family care, or other personal matters, and accrues at a minimum rate determined by hours worked. Smaller employers are exempt but may choose to offer similar benefits.
Nevada law preempts local governments from creating separate or stricter leave or wage ordinances.
This statewide approach ensures that labor standards remain uniform, simplifying compliance for employers with operations in multiple locations.
Nevada requires meal and rest breaks in most covered industries.
Employees must receive a 30-minute unpaid meal break for every eight hours worked and a paid 10-minute rest period for every four hours of continuous work. These rules apply broadly to hourly workers, though exemptions exist for certain occupations and small employers.
Payment of unused paid time off (PTO) at termination depends on the employer’s written policy or contract.
Nevada law generally enforces the employer’s policy unless accrued vacation or PTO qualifies as earned wages. Employers should maintain clear, written policies that outline how unused time is handled when employment ends.
Reimbursement requirements in Nevada are policy-driven.
There is no specific statewide law requiring reimbursement for business-related expenses. However, employers should establish written reimbursement policies to define eligible expenses—such as mileage, equipment, or uniforms—and outline repayment procedures.
Employers in Nevada must provide detailed wage statements and issue final pay promptly.
Accurate wage documentation and timely payments are essential for maintaining compliance with state law.
Nevada applies both federal and state economic-realities tests to determine worker classification.
If an employer exercises significant direction or control over how, when, and where work is performed, the individual must be treated as an employee (W-2). Misclassification can lead to penalties, back pay obligations, and tax liabilities under both state and federal law.
HireArt acts as an Employer of Record (EOR) to help employers maintain compliance with Nevada’s wage and hour requirements. Through HireArt, companies can:
By partnering with HireArt, employers can reduce administrative burden, simplify compliance, and deliver a consistent and transparent employment experience across Nevada.
