Nevada Minimum Wage: Minimum Wage in Nevada for 2024

March 11, 2024

Are you keeping up with the latest on the Nevada minimum wage and how it affects your bottom line? With changes on the horizon, ensuring your business thrives in this evolving financial climate is more crucial than ever. Whether you’re strategizing for payroll adjustments or looking to optimize your operational costs, understanding the specifics of Nevada’s minimum wage laws is key. How will the upcoming shift to a unified minimum wage rate impact your operations and financial planning? Let’s dive in for a closer look at what you need to know and how to stay ahead.

What is the Minimum Wage in Nevada?

Currently, Nevada operates under a two-tier minimum wage system. This system is determined by whether or not an employer provides qualifying health benefits to their employees. As of July 1, 2023, the rates are set at $11.25 per hour when health benefits are not offered and $10.25 per hour when they are. 

However, following the passing of Nevada Ballot Question 2 in November 2022, this two-tier system will be unified to a single rate of $12.00 per hour for all employees, regardless of health benefits, starting July 1, 2024.

Historical Minimum Wage Rates in Nevada

Reflecting on the minimum wage in Nevada 2023 and prior years reveals a steady growth pattern, showing the state’s commitment to adjusting wages in line with economic changes. Here’s a brief overview of the minimum wage rates over these years:

2014: $8.25

2015: $8.25

2016: $8.25

2017: $8.25

2018: $8.25

2019: $8.25

2020: $9.00

2021: $9.75

2022: $10.50

2023: $11.25 

2024: $12.00

Note: The figures mentioned pertain to employees who do not receive company benefits, with the prevailing rate being $11.25 per hour. Starting July 1, 2024, Nevada's minimum wage is set to escalate to $12.00 per hour for all employers, irrespective of health benefits provision.

Source: Labor Law Center

Understanding Tipped Employee Regulations in Nevada

In Nevada, the law regarding tipped employees is clear and designed to protect workers' earnings. According to NRS 608.160, employers are prohibited from taking any portion of tips or gratuities given to their employees. Furthermore, these tips cannot be counted towards meeting the minimum wage obligations set by state law. However, employees are free to share their tips if they agree to such an arrangement. This law ensures that tipped employees in Nevada receive their full tips on top of the standard minimum wage, making it a crucial consideration for restaurant owners when calculating payroll and complying with wage laws.

Nevada Overtime Minimum Wage

Nevada’s approach to overtime pay is designed to ensure employees are compensated fairly for their extra hours. This policy impacts how you schedule and pay your staff. Let’s break down the specifics to navigate these regulations smoothly.

Who is Eligible for Overtime Pay in Nevada?

According to NRS 608.018, employees earning less than 1.5 times the minimum wage must be paid overtime if they work more than 40 hours in a week or over 8 hours in a day, barring any mutually agreed-upon scheduling exceptions. This means that most employees in your establishment could qualify for overtime, depending on their working hours and pay.

Exemptions from Overtime

However, not everyone qualifies for overtime pay. Certain categories and conditions exempt employees from these regulations. These exemptions include but are not limited to:

  • Employees not covered by the minimum wage provisions of the Nevada Constitution.

  • Workers in specific roles such as outside buyers, employees in executive, administrative, or professional capacities, and those in sales or servicing of vehicles or farm equipment

  • Employees earning more than one and a half times the minimum wage, with over half their compensation from commissions.

  • Workers covered by collective bargaining agreements with different overtime provisions

  • Specific categories like agricultural workers, domestic workers who agree in writing to waive overtime, and employees of small businesses grossing less than $250,000 annually

Understanding these exemptions ensures your business operates within legal boundaries while managing labor costs effectively.

Calculating Overtime Pay in Nevada

Calculating overtime pay in Nevada requires attention to detail. For employees eligible for overtime, pay must be at least one and a half times their regular wage for hours worked beyond the standard 40-hour workweek or over 8 hours in a day, depending on their specific arrangement. This calculation becomes a critical part of your payroll process, ensuring compliance with state laws and fair compensation for your employees.

Let's explore how to calculate overtime pay in Nevada, assuming the minimum wage starting July 1, 2024, is $12.00 per hour. The process involves understanding how much to pay an employee for hours worked beyond the standard 40-hour workweek or more than 8 hours in a single day, under certain conditions.

Basic Calculation of Overtime Pay

The general rule in Nevada is that employees eligible for overtime are paid at a rate of 1.5 times their regular hourly wage for overtime hours. If the minimum wage is $12.00 per hour, the overtime pay rate would be:

Overtime Pay Rate = Regular Hourly Wage × 1.5

Overtime Pay Rate = $12.00 × 1.5 = $18.00 per hour

Example Scenario

Let's consider a scenario where an employee, working at the minimum wage rate, clocks 45 hours in a week.

  • Regular Hours: The employee's first 40 hours are paid at the regular wage rate of $12.00 per hour.

  • Overtime Hours: The additional 5 hours are eligible for overtime pay.


1. Regular Pay for the Week:

For the first 40 hours: 40 hours × $12.00 / hour = $480.00

2. Overtime Pay for the Week:

For the 5 overtime hours: 5 hours × $18.00 / hour = $90.00

3. Total Pay for the Week:

Adding both amounts together: $480.00 + $90.00 = $570.00

Therefore, in this scenario, the employee would earn a total of $570.00 for the week, comprising $480.00 for the first 40 hours and $90.00 for the 5 hours of overtime work. This example illustrates how to apply the overtime pay rules in Nevada, ensuring employees are compensated fairly for their extra work hours.

Nevada State Minimum Wage vs Federal Minimum Wage

To navigate the complexities of wage regulations, it's essential to differentiate between the federal minimum wage and Nevada's state minimum wage. Both play a pivotal role in determining how much you should pay your employees.

Federal Minimum Wage

The federal minimum wage stands at $7.25 per hour for covered nonexempt employees, as established by the Fair Labor Standards Act (FLSA) since July 24, 2009. For tipped employees, such as those in the restaurant industry, the minimum wage is $2.13 per hour. However, tips combined with this wage must at least equal the federal minimum wage of $7.25 per hour. If not, it falls upon you, the employer, to make up the difference. This ensures that employees are compensated fairly, regardless of the variability in tip income.

State Minimum Wage

In contrast to the federal rate, Nevada sets its own minimum wage rates. As of July 1, 2024, Nevada’s minimum wage will be $12.00 per hour for all employees, significantly higher than the federal minimum wage. This adjustment underscores the state's commitment to providing greater financial security for its workers. For businesses operating within Nevada, the state's minimum wage rate takes precedence over the federal minimum wage, as employers are required to adhere to the law that offers the most benefit to the employee.

Nevada Minimum Wage and Workplace Poster Requirements

Keeping your establishment compliant with Nevada’s labor laws means staying updated on the necessary workplace postings. These not only inform your team about their rights but also help safeguard your business against potential legal issues. Below, we summarize the key state and federal posters you must display, as outlined by the Office of the Labor Commissioner and the Division of Industrial Relations within the Department of Business and Industry. Remember, this is not an exhaustive list. Additional state and federal posters may be required.

  • Notice of Limitations Affecting the Application of Lie Detector Tests

  • Annual Minimum Wage Bulletin (effective July 1 for 2022 and 2023)

  • Annual Bulletin - Daily Overtime (effective July 1 for 2022 and 2023)

  • SB 312 Paid Leave Requirements

  • Brief Description of Rights and Benefits for Job-Related Injuries or Occupational Diseases

  • Workers Compensation Forms & Worksheets

  • Emergency Phone Numbers

  • Nevada Equal Rights Commission - Anti-Discrimination Laws

  • Domestic Worker's Rights

  • Employee Rights Under the Fair Labor Standards Act

  • Family and Medical Leave Act Notice

  • Unemployment Information

  • Nevada Safety and Health Protection on the Job

  • Job Safety and Health Protection

  • Domestic Violence Victim's Bulletin

  • Nevada Pregnant Workers Fairness Act

  • Anti-Sex or Gender-Based Harassment by the State of Nevada Department of Administration

  • Your Rights Under USERRA

Ensuring your restaurant or business displays these notices is essential for compliance and for fostering a transparent and informed workplace culture.

How Will the Minimum Wage Increase Impact My Business?

The announcement of a hike in Nevada's minimum wage is a pivotal development for employers across the state. Understanding its implications is key to maintaining a competitive edge.

  1. Labor Costs: The rise in the minimum wage in Nevada is set to escalate your labor expenses significantly. This increase means your payroll will swell, demanding a reassessment of your budget and possibly prompting adjustments in pricing or operational strategies to offset these heightened costs.

  2. Employee Morale and Retention: A silver lining to the upcoming wage adjustment is the potential boost in employee morale. Higher wages can lead to increased job satisfaction, reducing turnover rates. This improvement in employee retention can save your business money in the long run, as the costs associated with hiring and training new staff are often substantial.

  3. Hiring Practices: The elevation of the minimum wage in Nevada is expected to intensify the competition for skilled labor. As wages climb, so too will job seekers' expectations, making it imperative for employers to not only offer competitive pay but also foster a work environment that attracts and retains top talent.

  4. Profit Margins: While investing in your workforce is crucial, the uptick in labor expenses could squeeze your profit margins. This financial pressure necessitates a strategic approach to pricing, cost management, and operational efficiency to safeguard your bottom line.

As we navigate these changes, remember that the goal is not just to survive but to thrive. Adapting to Nevada's increased minimum wage will require foresight, planning, and a willingness to innovate.

How Can I Prepare My Business for Future Minimum Wage Increases?

Adjusting to the changing landscape of Nevada's minimum wage demands foresight and strategic planning. Here’s how you can position your business to navigate these shifts effectively:

1. Financial Forecasting

Start with a comprehensive review of your business's financial health. Project how future minimum wage increases will impact your labor costs. This forecasting is essential for identifying potential financial gaps early on. By doing so, you can adjust your budget to accommodate higher wages, ensuring that your restaurant remains financially healthy and sustainable in the long term.

2. Operational Efficiency

Improving your restaurant's operational efficiency can significantly mitigate the impact of rising labor costs. Consider incorporating innovative technologies and systems to streamline operations, such as:

These tools can enhance service speed, reduce errors, and improve the overall customer experience, contributing to increased revenue without necessarily increasing staff numbers.

3. Pricing Strategy

Reevaluating your pricing strategy may be necessary to offset the increased labor costs. However, it’s crucial to strike a balance between covering costs and remaining attractive to your customers. Conduct market research to understand your competitors' pricing strategies and consider value-added services or products that justify a slight price increase.

4. Employee Training

Investing in comprehensive employee training can lead to more efficient operations, as well-trained staff are often able to manage multiple responsibilities effectively. This not only improves the quality of service but also reduces the need for a large workforce, thereby controlling labor costs.

5. Explore Diversification

Diversifying your business's revenue streams can provide a cushion against the financial impact of minimum wage increases. Consider expanding your services to include catering, offering merchandise, or exploring other ventures that align with your brand identity. These additional revenue streams can help balance the scales when labor costs rise.

6. Stay Informed

It is crucial to stay current with legislative changes and industry trends regarding the minimum wage. This proactive approach allows you to anticipate changes and adjust your business strategy accordingly rather than being caught off guard.

By embracing these strategies, you can ensure that your restaurant or business is well-prepared to handle future increases in the Nevada minimum wage. The key lies in strategic planning, embracing technological advancements, and staying informed about changes in the labor market. This approach will not only help you manage costs but also enhance your business's overall efficiency and profitability.

Embrace the change with the right tools. Consider integrating a cutting-edge restaurant POS system to streamline your operations, improve customer satisfaction, and ultimately, drive your business forward. With technology tailored to meet your restaurant's specific needs, you can save on labor costs, increase efficiency, and boost growth.

Don't let the minimum wage increases slow down your progress. Book a free demo or consultation with Chowbus POS today and discover how our solutions can save you over $8,000 in monthly labor expenses and help your business grow by 25%. Take the step now to future-proof your restaurant and embrace a more profitable tomorrow.

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Frequently Asked Questions About the Minimum Wage in Nevada

Here you'll find answers to some of the most commonly asked questions regarding minimum wage laws in Nevada. This section aims to clarify any doubts about wage increases, specific hourly rates for 2024, meal break regulations, full-time employment definitions, and final pay requirements in the state.

Is Nevada Raising Minimum Wage?

Yes, Nevada is raising its minimum wage in 2024. Effective July 1, 2024, the minimum wage in Nevada will be $12.00 per hour, eliminating the current two-tier minimum wage system. This change follows voters' passing of Ballot Question 2 during the 2022 General Election.

What is Minimum Wage in Nevada 2024?

The minimum wage in Nevada for 2024 starts at $11.25 per hour for employees without health benefits and $10.25 for those with qualifying health benefits from January to June. Starting from July 2024, it increases to $12.00 per hour for all employees, regardless of health benefits.

What is the Lunch Law in Nevada?

The Lunch Law in Nevada, as defined by NRS 608.019, mandates that employers must give employees a meal period of at least 30 minutes for every 8 hours of continuous work. Additionally, employees are entitled to 10-minute rest breaks for every 4 hours worked, with the specifics depending on the total daily work hours. Exceptions include workplaces with only one employee, those covered by collective bargaining agreements, and situations where the Labor Commissioner has granted an exemption due to business necessity. 

Is 32 hours a Week Full Time in Nevada?

Nevada has no legal standard defining full-time employment by weekly hours. Employers determine this, but the IRS considers 30 hours a week full-time for benefits, making 32 hours often considered full-time. Definitions and benefits vary by employer and state law, so reviewing company policies and local regulations is essential for precise implications.

What is the Final Pay Law in Nevada?

The final pay law in Nevada, as outlined in NRS 608.020 to 608.040, mandates that employers immediately pay any earned and unpaid wages upon termination of an employee. If an employee resigns or quits, their unpaid wages are due by the next regular payday or within seven days, whichever occurs first. Employers who fail to pay on time face penalties, requiring them to continue paying the employee's regular wages until payment is made, for up to 30 days. However, employees who intentionally avoid receiving their payment are not entitled to these benefits.

Disclaimer: The information provided here about Nevada's minimum wage, overtime pay, tipped employee regulations, and other labor laws is for general informational purposes only. It is not intended as legal advice. Laws and regulations concerning wages and employment can change, and the application of these laws can vary widely based on the specific facts and circumstances. For the most current information or advice on specific legal issues, please consult with a qualified attorney or the appropriate government agency.

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