Is Nebraska an at-will employment state?

Yes, Nebraska is an at-will employment state, meaning employers can generally terminate employees for any lawful reason. However, Nebraska recognizes exceptions for discrimination, retaliation, and public policy violations.

What is the EEOC filing deadline in Nebraska?

Nebraska is an EEOC deferral state, so the filing deadline for most federal discrimination charges is extended to 300 days from the date of the alleged violation.

What is the minimum wage in Nebraska?

The minimum wage in Nebraska is $15.00.

What is the main employment discrimination law in Nebraska?

NE FEPA (Neb. Rev. Stat. §§ 48-1101 to 48-1126) is Nebraska's primary employment protection law. It covers employers with 15+ employees and protects against discrimination based on race, color, religion, sex, disability, and more.

Nebraska Employment Law

Nebraska Fair Employment Practice Act covers employers with 15+ employees. Includes marital status protections. 300-day filing deadline.

At-Will

Yes

Right-to-Work

Yes

EEOC Deferral

300 days

Min. Wage

$15.00

Nebraska State Laws (5)

NE FEPA

Neb. Rev. Stat. §§ 48-1101 to 48-1126

300 days

15+ employees

The Nebraska Fair Employment Practice Act prohibits employment discrimination based on race, color, religion, sex, disability, marital status, national origin, and age (40 to 70). The Act covers employers with 15 or more employees and complaints must be filed within 300 days with the Nebraska Equal Opportunity Commission. Nebraska does not include sexual orientation or gender identity as protected classes at the state level.

Protected Classes

racecolorreligionsexdisabilitymarital statusnational originage (40+)

Key Provisions

✓Prohibits discrimination in hiring, firing, promotion, compensation, and terms of employment
✓Nebraska Equal Opportunity Commission investigates and mediates complaints
✓Age discrimination protection applies only between ages 40 and 70

Remedies

Back payReinstatementCompensatory damagesAttorney fees and costsInjunctive reliefCease-and-desist orders

File with: Nebraska Equal Opportunity Commission (NEOC)300 days from the discriminatory act

NE Age Discrimination in

Neb. Rev. Stat. § 48-1001 et seq.

300 days

25+ employees

Prohibits age-based employment discrimination against individuals 40 and older. Mirrors federal ADEA but with lower employer threshold of 25.

Protected Classes

age

Key Provisions

✓Prohibits age-based employment discrimination against individuals 40 and older. Mirrors federal ADEA but with lower employer threshold of 25.

Remedies

Hire/reinstateback payliquidated damagesattorney fees

File with: Nebraska Equal Opportunity Commission300 days (NEOC charge)

NE Wage and Hour

Neb. Rev. Stat. § 48-1201 et seq.

1460 days

4+ employees

Sets state minimum wage with voter-approved increases ($13.50 in 2025; $15.00 in 2026 under 2022 ballot Initiative 433). Applies to employers with 4+ employees. Annual CPI adjustments after 2026.

Protected Classes

minimum_wage

Key Provisions

✓Sets state minimum wage with voter-approved increases ($13.50 in 2025; $15.00 in 2026 under 2022 ballot Initiative 433). Applies to employers with 4+ employees. Annual CPI adjustments after 2026.

Remedies

Unpaid wagesattorney fees

File with: Nebraska Department of Labor4 years

NE Wage Payment and

Neb. Rev. Stat. § 48-1228 et seq.

1460 days

1+ employees

Requires payment of wages owed at established intervals. Final wages due on next regular payday or within two weeks. Provides penalties of up to 25% of unpaid wages plus attorney fees.

Protected Classes

minimum_wage

Key Provisions

✓Requires payment of wages owed at established intervals. Final wages due on next regular payday or within two weeks. Provides penalties of up to 25% of unpaid wages plus attorney fees.

Remedies

Unpaid wagescivil penalty up to 25% (or $5000 max)attorney fees

File with: Nebraska Department of Labor4 years

NE Workers Compensation Anti-Retaliation

Jackson v. Morris Communications Corp., 265 Neb. 423 (2003)

1460 days

1+ employees

Nebraska Supreme Court recognizes common-law public-policy tort for wrongful discharge based on filing workers' compensation claim. Statutory provision § 48-1114 prohibits retaliation under FEPA framework.

Protected Classes

workplace_safety

Key Provisions

✓Nebraska Supreme Court recognizes common-law public-policy tort for wrongful discharge based on filing workers' compensation claim. Statutory provision § 48-1114 prohibits retaliation under FEPA framework.

Remedies

Compensatory damageslost wagespunitive damages (limited under Neb. Const.)

File with: State court4 years (tort)

Federal Laws That Apply in Nebraska

These federal statutes protect workers nationwide, including in Nebraska. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

300 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

Check which laws apply to your situation in Nebraska

Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.

Check My Rights

This information is provided for educational purposes only and does not constitute legal advice.Nebraska laws are subject to legislative changes. Consult a qualified employment attorney in Nebraska for advice about your specific situation. Last reviewed: March 2026.