Nevada’s labor laws in 2025 continue to evolve, offering enhanced protections for workers while outlining clear responsibilities for employers. Understanding these regulations is crucial for both parties to ensure compliance and foster a fair workplace.
Worker Rights Under Nevada Labor Laws 2025
1. Minimum Wage and Overtime
- Minimum Wage: Effective July 1, 2025, Nevada’s minimum wage is set at $12.00 per hour for all employees, regardless of employer-provided health benefits.
- Overtime Pay: Employees earning less than 1.5 times the minimum wage are entitled to overtime pay at 1.5 times their regular rate for hours worked over 8 in a day or 40 in a week. Those earning more than 1.5 times the minimum wage are entitled to overtime only for hours worked over 40 in a week.
2. Meal and Rest Breaks
- Meal Breaks: Employees working 8 or more continuous hours must receive a 30-minute unpaid meal break.
- Rest Breaks: A paid 10-minute rest break is required for every 4 hours worked.
3. Anti-Discrimination Protections
Nevada law prohibits discrimination based on race, color, national origin, age, sex (including pregnancy), religion, disability, sexual orientation, gender identity, and genetic information. Employers must also provide reasonable accommodations for employees affected by pregnancy, childbirth, or related medical conditions.
4. Paid Leave and Family Leave
- Paid Leave: Employers are required to provide paid leave, with accrual rates and usage policies varying by employer.
- Family and Medical Leave: Eligible employees can take up to 12 weeks of unpaid, job-protected leave under the Family and Medical Leave Act (FMLA) for certain family and medical reasons.
5. Child Labor Laws
Assembly Bill 215, effective October 1, 2025, imposes stricter regulations on minors’ work hours. Minors under 16 are prohibited from working more than 40 hours per week, and those under 19 are restricted from working between 11 p.m. and 6 a.m. on school nights. Employers must post an abstract of these laws in a visible location at the workplace.
Employer Duties Under Nevada Labor Laws 2025
1. Wage and Hour Compliance
- Accurate Recordkeeping: Employers must maintain records of employees’ hours worked and wages paid for at least two years.
- Overtime Payments: Ensure that eligible employees receive overtime pay as required by law.
2. Workplace Safety
Employers are responsible for providing a safe and healthy work environment. This includes complying with Occupational Safety and Health Administration (OSHA) standards and addressing potential hazards promptly.
3. Employee Training and Policies
- Anti-Discrimination Training: Implement training programs to prevent discrimination and harassment in the workplace.
- Policy Development: Develop and communicate clear policies regarding paid leave, overtime, and other employment practices.
4. Compliance with Posting Requirements
Employers must display the “Rules to be Observed by Employers” poster in a conspicuous location. This includes information on minimum wage, overtime, and employee rights. The latest version, updated in January 2025, reflects changes in wage laws and includes information on domestic violence and sexual assault leave.
5. Handling Employee Leave
- Paid Leave: Accurately track and manage employees’ paid leave accruals and usage.
- Family and Medical Leave: Ensure compliance with FMLA requirements, including job protection and maintenance of health benefits during leave.
Enforcement and Penalties
The Nevada Labor Commissioner enforces labor laws and may impose penalties for non-compliance, including fines and back pay. Employers found in violation of wage and hour laws may be required to pay back wages, liquidated damages, and face civil penalties.
Conclusion
Nevada’s labor laws in 2025 provide robust protections for workers while outlining clear responsibilities for employers. By understanding and adhering to these regulations, both parties can contribute to a fair and lawful workplace.
