{"id":374823,"date":"2017-09-14T15:00:34","date_gmt":"2017-09-14T20:00:34","guid":{"rendered":"https:\/\/ability-fl-prod.internetbrands.com\/ability-law\/state\/nevada-law\/nevada-overtime-laws.html"},"modified":"2026-09-22T11:46:00","modified_gmt":"2026-09-22T16:46:00","slug":"nevada-overtime-laws","status":"publish","type":"page","link":"https:\/\/www.findlaw.com\/state\/nevada-law\/nevada-overtime-laws.html","title":{"rendered":"Nevada Overtime Laws"},"content":{"rendered":"\n
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Nevada Overtime Laws<\/h1>\n\n
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\n By Susan Buckner, J.D.<\/a> | Legally reviewed by Catherine Hodder, Esq.<\/a>\n | Last updated\n
\n \n <\/i>\n Legally Reviewed\n <\/summary>\n\n
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This article has been written and reviewed for legal accuracy, clarity, and style by FindLaw\u2019s team of legal writers and attorneys<\/a> and in accordance with our editorial standards<\/a>.<\/em><\/p>\n\n <\/div>\n <\/details>\n\n

\n \n <\/i>\n Fact-Checked\n <\/summary>\n\n
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The last updated date refers to the last time this article was reviewed by FindLaw or one of our contributing authors<\/a>. We make every effort to keep our articles updated. For information regarding a specific legal issue affecting you, please contact an attorney in your area<\/a>.<\/em><\/p>\n\n <\/div>\n <\/details>\n<\/section>\n\n\n

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Key Takeaways<\/h2>\n

Nevada overtime law<\/span> is state-mandated compensation requiring employers to pay eligible non-exempt workers one and one-half times<\/span> their regular pay rate for excess hours worked. Workers earning under $18.00 per hour qualify for overtime after working more than 8 hours in a 24-hour period<\/span> or 40 hours in a workweek<\/span>, while those making over $18.00 per hour earn overtime strictly after 40 weekly hours.<\/p>\n\n <\/div>\n <\/div>\n<\/div>\n\n

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Nevada\u2019s overtime laws<\/span>, effective as of 2024, increased the minimum wage and changed the overtime pay<\/span> requirements so that both the number of hours worked<\/span> per day and the hours worked per week can be part of the overtime calculation. Employers must follow both Nevada law and the federal <\/span>Fair Labor Standards Act<\/span><\/a> (FLSA<\/span>) when calculating overtime hours<\/span> for all employees. Salaried workers may be entitled to overtime pay<\/span> depending on their job description.<\/p>\n

The Nevada Labor Commissioner<\/span><\/a> handles Nevada\u2019s <\/span>minimum wage<\/span> system<\/span> and overtime laws. You can direct complaints and concerns to this office. Workers may also want to consult an employment law<\/span> attorney<\/a>.<\/p>\n

Nevada Overtime Law<\/span><\/h2>\n

Nevada\u2019s minimum wage<\/span><\/a> is $12.00 per hour. The new law creates a split category for overtime requirements<\/span>. Non-exempt employees<\/span> include all full-time and part-time workers, seasonal workers, and some salaried employees<\/span> who meet statutory guidelines.<\/p>\n

Employees who make less than $18.00 per hour (1.5 times the minimum wage rate<\/span>) must receive overtime pay<\/span> of one and one-half times<\/span> the employee\u2019s <\/span>regular rate<\/span> of pay<\/span> for all hours worked over eight hours in any 24-hour period<\/span> and all hours worked over 40 hours in any workweek<\/span>. Those making more than $18.00 per hour must receive overtime pay<\/span> for all hours worked over 40 hours in any workweek<\/span>.<\/p>\n

The FLSA<\/span> only requires overtime pay<\/span> for hours worked over 40 hours per workweek<\/span>. Neither federal law<\/span> nor state law<\/span> requires double time for any overtime work<\/span>.<\/p>\n

Overtime Rules<\/span>, Workdays<\/span> and Workweeks<\/span><\/h3>\n

Because Nevada has so many different types of shifts, the Nevada Revised Statutes<\/span> (NRS<\/span> \u00a7 608.0126<\/a>) defines a \u201cworkday<\/span>\u201d as the 24-hour period<\/span> that begins when an employee starts their shift and ends 24 hours later. The workweek<\/span> can begin on any day or time<\/a>, but an employee\u2019s workweek<\/span> is seven consecutive 24-hour periods<\/span> (168 total consecutive hours) from their first clock-in to their last. It doesn\u2019t matter whether they work five eight-hour shifts or four 10-hour shifts<\/span>.<\/p>\n

Overtime eligibility<\/span> is based on the employee\u2019s regular wage<\/span>, total hours<\/span> worked, and non-discretionary bonuses and commissions if they apply during the pay period<\/span>. If an employee works<\/span> more than the time allotted by their classification, the overtime rule<\/span> is triggered. The daily <\/span>overtime<\/span> provision<\/span> only applies to employees making under $18 for each hour of work<\/span>.<\/p>\n

Bonuses and Salaries<\/h3>\n

Non-discretionary bonuses and commissions are included in overtime under the federal <\/span>Fair Labor Standards Act<\/span><\/a>. Discretionary bonuses are not part of an employee\u2019s expected wage and are not included.<\/p>\n

Some salaried employees<\/span> are exempt from overtime pay<\/span>. NRS<\/span> 608.018<\/span><\/a> explains that salary is only one factor in determining if an employee should receive overtime. Other factors include the employee\u2019s actual job duties<\/span> and FLSA<\/span> regulations.<\/p>\n

Exempt Employees<\/h3>\n

Exempt employees are not paid an overtime rate<\/span> because of their job duties<\/span> and base pay rates. In general, exempt employees are salaried administrative or executive workers. Overtime provisions<\/span> like daily <\/span>overtime<\/span> pay<\/span> do not apply to:<\/p>\n