Intro to Nevada Labor Laws

Nevada’s Division of Industrial Relations (DIR) has implemented a heat illness prevention regulation to help protect employees who work indoors and outdoors from heat-hazardous environments. Effective immediately, employers with 10 or more employees are required to conduct a one-time analysis of heat-related hazards, implement a written safety plan including emergency response procedures, and provide training for employees to identify and mitigate potential heat-illness hazards. The DIR will release additional guidance on its website at a later date. Employers are encouraged to review and adopt policies and procedures to align with the outlined regulations and work with legal counsel to ensure compliance. 

Nevada has amended its non-compete statute by prohibiting employers from entering into a non-compete agreement in several instances. Notably, effective October 1st, 2021, employers are banned from using non-compete agreements for hourly employees who do not receive tips or gratuities, among other limitations.

Beginning in October, employers that provide paid or unpaid sick leave must also allow their employees to use their sick leave to provide care to an immediate family member with a qualifying medical need. Employers are able to restrict the amount of annual kin care leave to the amount of sick leave the employee accrues in a 6 month period.

On January 1, 2024 Nevada’s expansions to its existing domestic violence leave laws became effective. The laws now extend job-protected leave and accommodations to victims of sexual assault and their family or household members. This legislation builds on existing laws for domestic violence victims, which entitles eligible individuals to  up to 160 hours of paid or unpaid leave within a 12-month period. Eligible employees, who have been employed for at least 90 days, can use this leave for health care, counseling, court proceedings, or creating safety plans. Employers are required to post updated notices. Additionally, employers should be mindful of additional confidentiality and record-keeping responsibilities. Employers should update their policies immediately to ensure compliance with the law.

Nevada became yet another state to pass a wage range disclosure law, effective October 1, 2021. The law requires that employers provide applicants with the wage range for a position after they’ve completed an interview. A wage range must also be provided to current employees who have been offered a promotion or transfer, or who applied for a promotion or transfer to a new position and completed an interview, if they request such information.

Subject to certain exceptions, private employers in Nevada with 50 or more employees must provide all employees with up to a maximum of 4 hours of paid leave in order to receive a COVID-19 vaccine. Employees may receive up to 2 hours of consecutive paid leave per injection. The law remains in effect through December 31, 2023.