Last updated on: July 7th, 2022
Hours & Pay Regulations
No Annual leave for Private Employee unless it is at the discretion of the employer based on an agreement.
Effective July 1, 2022, the minimum wage for Nevada employees is $9.50 per hour for employees who are offered health insurance. The minimum wage rate for Nevada employees who are not offered health insurance is $10.50 per hour.
The above information on minimum wages might not be up to date & subject to change. Kindly access the DOL website for the current rates.
If an employer grants leave with pay, leave without pay, or leave without loss of seniority to his or her employees for sickness or disability because of a medical condition, it is an unlawful employment practice to fail or refuse to extend the same benefits to any female employee for a condition of the employee relating to pregnancy, childbirth or a related medical condition. The female employee who is pregnant must be allowed to use the leave before and after childbirth, miscarriage or other natural resolution of her pregnancy, if the leave is granted, accrued or allowed to accumulate as a part of her employment benefits.
Signed by Governor Sandoval in June 2017, effective October 2017 the Nevada Pregnant Workers’ Fairness Act requires employers with 15 or more employees to treat female employees and applicants for employment who are affected by pregnancy, childbirth, or related medical conditions the same as other employees and applicants who have similar abilities or limitations.
Effective January 1st, 2018, an employee who has been employed by an employer for at 90 days and who is a victim of an act which constitutes domestic violence, or whose family or household member is a victim of an act which constitutes domestic violence, and the employee is not the alleged perpetrator, is entitled to not more than 160 hours of leave in one 12-month period. An employee may use the hours of leave only:
- For the diagnosis, care or treatment of a health condition related to an act which constitutes domestic violence committed against the employee or family or household member of the employee; or
- To obtain counseling or assistance related to an act which constitutes domestic violence committed against the employee or family or household member of the employee; or
- To participate in any court proceedings related to an act which constitutes domestic violence committed against the employee or family or household member of the employee; or
- To establish a safety plan, including, without limitation, any action to increase the safety of the employee or the family or household member of the employee from a future act which constitutes domestic violence.
Employers must allow employees to take unpaid leave to appear as witnesses in court proceedings. Employers cannot penalize employees for taking court attendance leave. Employers must allow employees to take unpaid leave to serve as jurors. Employers cannot take adverse action against employees because they take jury duty leave.
Employers must allow employees sufficient leave time to vote and to serve as legislators. Employers also can’t prohibit or prevent employees from engaging in politics or becoming candidates for public office.
Employers must grant employees up to four hours of school activities leave per school year for school activities that pertain to the attendance of parent-teacher conferences; attendance of school-related activities during normal school hours; volunteering or otherwise being involved during regular school hours at a child’s school; and attendance of school-sponsored events. Such leave must be taken in increments of at least one hour and must be at a time that is mutually agreed upon by employers and employees.
Effective January 1, 2020, is Nevada’s Mandatory Paid Leave law. SB 312 requires that every Nevada private employer with 50 or more employees (in Nevada) must provide paid leave to its employees of at least 0.01923 hours for each hour of work performed (including part-time employees). This amount equates to 40 hours of paid leave per year assuming a 40-hour workweek. Note, the requirements of SB 312 are the minimum; employers can provide more generous paid leave benefits. Nevada employers:
- Can front-load the 40 hours of paid time off instead of the accrual method.
- Can limit paid leave use to 40 hours per benefit year.
- Can limit the amount of paid leave to 40 hours per benefit year to carry over from one benefit year to the next.
Effective October 1, 2021, AB-190 shall expressly amend section 608.180 of the Nevada Revised Statutes that will require employers providing paid or unpaid sick leave to allow an employee to use a portion of their accrued sick leave to assist an immediate family member with an illness, injury, medical appointment or other authorized medical need. Under this new “kin care” law, employers may limit the amount of annual kin care leave to the amount of sick leave that the employee accrues during a 6-month period.
AB 190 expressly states that its provisions do not apply to an employee who is covered under a valid collective bargaining agreement.