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Nevada Employment Law

Nevada Fair Employment Practices Act covers employers with 15+ employees. Includes unique protections for off-duty cannabis use, credit history, and service animal use.

At-Will

Yes

Right-to-Work

Yes

EEOC Deferral

300 days

Min. Wage

$12.00

Nevada State Laws (8)

NV FEPA

Nev. Rev. Stat. §§ 613.310-613.435

300 days
15+ employees

The Nevada Fair Employment Practices Act prohibits employment discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age (40+), disability, national origin, and genetic information. Nevada has progressively expanded protections, including cannabis use protections for employees, making it one of the more employee-friendly Western states. Complaints are filed with the Nevada Equal Rights Commission within 300 days.

Protected Classes

racecolorreligionsexsexual orientationgender identity or expressionage (40+)disabilitynational origingenetic informationcredit report/historyuse of service animalcannabis use (off-duty, with exceptions)

Key Provisions

  • ✓Prohibits discrimination based on a broad range of protected classes including sexual orientation and gender identity/expression
  • ✓Includes protections for employees who use cannabis lawfully off-premises during non-working hours, with exceptions for safety-sensitive positions
  • ✓Nevada Equal Rights Commission investigates complaints and works with the EEOC under a worksharing agreement

Remedies

Back payReinstatementCompensatory damagesAttorney fees and costsInjunctive reliefCease-and-desist orders
File with: Nevada Equal Rights Commission (NERC)300 days from the discriminatory act

NV Domestic Violence Leave

Nev. Rev. Stat. § 608.0198

730 days
50+ employees

Provides employees who have been employed for at least 90 days, and who or whose family members are victims of domestic violence, sexual assault, or stalking, up to 160 hours of leave per 12-month period for related needs.

Protected Classes

family_medical_leave

Key Provisions

  • ✓Provides employees who have been employed for at least 90 days, and who or whose family members are victims of domestic violence, sexual assault, or stalking, up to 160 hours of leave per 12-month period for related needs.

Remedies

Reinstatementback paycivil penalties
File with: Nevada Labor Commissioner2 years

NV Jury Service Protection

Nev. Rev. Stat. § 6.190

90 days
1+ employees

Prohibits employers from threatening, intimidating, or terminating employees for receiving a jury summons, responding, or serving as a juror.

Key Provisions

  • ✓Prohibits employers from threatening, intimidating, or terminating employees for receiving a jury summons, responding, or serving as a juror.

Remedies

Civil action — damageslost wagesattorney feespunitive damages
File with: State court (private right of action and gross misdemeanor)90 days for criminal charge; civil 2-4 years

NV Minimum Wage Amendment

Nev. Const. art. XV § 16; Nev. Rev. Stat. §§ 608.250 to 608.260

730 days
1+ employees

Constitutional amendment + statutory implementation. Single-tier minimum wage of $12.00/hour effective July 1, 2024. Daily overtime at 1.5x for hours over 8 in a day if employee earns less than 1.5x minimum wage.

Protected Classes

minimum_wageovertime

Key Provisions

  • ✓Constitutional amendment + statutory implementation. Single-tier minimum wage of $12.00/hour effective July 1, 2024. Daily overtime at 1.5x for hours over 8 in a day if employee earns less than 1.5x minimum wage.

Remedies

Unpaid wagesattorney fees; treble damages possible under § 608.140
File with: Nevada Labor Commissioner2 years

NV Occupational Safety and

Nev. Rev. Stat. §§ 618.005 to 618.936

30 days
1+ employees

Nevada is a state-plan OSHA jurisdiction. Provides retaliation protection for safety complaints, mirroring federal OSH Act Section 11(c) but enforced through state Industrial Relations Division.

Protected Classes

workplace_safetyretaliation_for_safety_complaints

Key Provisions

  • ✓Nevada is a state-plan OSHA jurisdiction. Provides retaliation protection for safety complaints, mirroring federal OSH Act Section 11(c) but enforced through state Industrial Relations Division.

Remedies

Reinstatementback payrestoration of benefits
File with: Nevada Division of Industrial Relations, Occupational Safety and Health Administration30 days (mirrors federal Section 11(c))

NV Paid Leave

Nev. Rev. Stat. § 608.0197

730 days
50+ employees

Effective Jan. 1, 2020. Requires private employers with 50+ employees to provide 0.01923 hours of paid leave per hour worked (approximately 40 hours/year for full-time). Leave usable for any reason without justification after 90 days of employment.

Key Provisions

  • ✓Effective Jan. 1, 2020. Requires private employers with 50+ employees to provide 0.01923 hours of paid leave per hour worked (approximately 40 hours/year for full-time). Leave usable for any reason without justification after 90 days of employment.

Remedies

Administrative penalties; potentially actual damages and attorney fees through Labor Commissioner
File with: Nevada Labor Commissioner2 years (administrative)

NV Pregnant Workers Fairness

Nev. Rev. Stat. §§ 613.335 to 613.4383

300 days
15+ employees

Requires employers with 15+ employees to provide reasonable accommodations for pregnancy, childbirth, and related conditions absent undue hardship. Prohibits requiring pregnant employees to take leave or accept unwanted accommodations. Effective Oct. 1, 2017.

Protected Classes

pregnancychildbirthrelated_medical_conditions

Key Provisions

  • ✓Requires employers with 15+ employees to provide reasonable accommodations for pregnancy, childbirth, and related conditions absent undue hardship. Prohibits requiring pregnant employees to take leave or accept unwanted accommodations. Effective Oct. 1, 2017.

Remedies

Back payreinstatementcompensatory damagesattorney fees
File with: Nevada Equal Rights Commission (NERC)300 days (NERC); 90 days after right-to-sue

NV Lawful Off-Duty Cannabis

Nev. Rev. Stat. § 613.132

— days
1+ employees

Effective Jan. 1, 2020. Prohibits employers from refusing to hire applicants based on a positive pre-employment drug test for marijuana. Exceptions for safety-sensitive positions, motor vehicle operators subject to federal testing, and where conflict with federal law.

Key Provisions

  • ✓Effective Jan. 1, 2020. Prohibits employers from refusing to hire applicants based on a positive pre-employment drug test for marijuana. Exceptions for safety-sensitive positions, motor vehicle operators subject to federal testing, and where conflict with federal law.

Remedies

Hire-stage only — applicant entitled to retest within 30 days at applicant's expense; remedy framework limited
File with: Private right of action; Labor CommissionerNot specified

Federal Laws That Apply in Nevada

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

Title VII15+ employees
300 days
ADA15+ employees
300 days
ADEA20+ employees
300 days
EPA1+ employees
730 days
PDA15+ employees
300 days
PWFA15+ employees
300 days
FMLA50+ employees
730 days
FLSA1+ employees
730 days
Section 19811+ employees
1460 days
GINA15+ employees
300 days
USERRA1+ employees
— days
NLRA1+ employees
180 days
OSH Act1+ employees
30 days
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 Nevada

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.Nevada laws are subject to legislative changes. Consult a qualified employment attorney in Nevada for advice about your specific situation. Last reviewed: March 2026.