Nevada Right-To-Work Laws

Under Nevada labor laws, labor unions can still operate and negotiate with employers over wages and working conditions. However, employees who choose not to join unions must still receive union membership benefits, such as wages and health benefits.

Nevada Right-To-Work Laws

The benefits of labor unions for American workers are undeniable. Nearly all existing labor laws in the United States today resulted from the efforts of union organizers in the early 20th century. Child labor laws, workplace safety regulations, and regular work hours are the fruit of labor union activity. The National Labor Relations Act (NLRA) and subsequent amendments created workers’ rights to unionize and established rights for employees.

Right-to-work laws arose in response to so-called “closed shops.” In a closed shop, workers must belong to a specific union, or pay union dues, to work in the business. This can shut out workers who don’t want to join the union. It can also create collusion between employers and union officials to discriminate against certain groups.

To prevent this, states began enacting “right to work” laws. In a right-to-work state, employers cannot require union membership, even in union shops. As of 2026, about 27 states have right-to-work laws. Nevada’s right-to-work statutes (NRS 613.230 et seq.) ensure that employees can join unions if they wish, but cannot be required to do so.

What Is Prohibited Under Right-To-Work Laws

The Nevada Revised Statutes make it unlawful to deny anyone employment because they don’t belong to a labor organization or require such membership before or after employment. Nevada employers can’t enter into any agreement that requires such membership as a condition of employment (a closed shop agreement).

The laws also prevent labor organizations from entering into an employment relationship with employers, and make it unlawful to:

• Strike or picket with the intent of forcing an employer to violate the right-to-work statutes
• Use threats or force against an employee or their family to coerce them into joining a union
• Attempt to get an employee terminated because of their refusal to join a union

If you’ve encountered any of these violations or something similar, consider speaking with an employment law attorney.

Right-To-Work vs At-Will Employment

Two terms that can get confused are “right to work” and “at-will employment.” At-will employment refers to the employer-employee relationship once you’re hired. In an at-will state, either the employer or employee may terminate the working relationship at any time, for any legal reason, without notice. At-will employment makes it lawful to fire an employee for any reason except for federally protected characteristics such as gender, race, religion, or national origin.

Right-to-work laws are completely different. They only affect whether employees may be required to join unions as a condition of employment.

State and Federal Protections

In Nevada, as in other right-to-work states, employees in jobs covered by collective bargaining agreements or union contracts have the same legal protections as union workers. Unions can ask these employees to contribute to the union, but they aren’t required to. Non-union employees are still entitled to all benefits negotiated by the union, including:

• Healthcare and health insurance
• Rest breaks and meal periods
• Overtime pay
• Negotiated working conditions
• Legal representation in labor disputes

Non-union employees are still protected by other Nevada labor laws. Nevada’s wage-and-hour laws regulate Nevada minimum wage rates, overtime, meal breaks, and other wage laws for most employees.

The federal Fair Labor Standards Act (FLSA) sets the baseline for most wage-and-hour laws. Nevada state laws provide more protections for workers than federal law. Nevada has specific rules for workday and workweek pay periods thanks to Nevada’s unusual 24-hour industries.

Penalties and Enforcement

Nevada’s right-to-work laws give employees the right to seek injunctive relief if they are harassed or coerced into joining a union against their will. Employees must seek injunctive relief and damages through civil courts. Nevada has no public agency that oversees private employers for violating right-to-work laws. Other violations of the labor laws can be filed with the Nevada Labor Commissioner.

Get Legal Advice From a Nevada Employment Law Attorney

You can’t be required to join a labor organization or union as a condition of employment or be forced to join one once you’re hired. If you believe you’re being pressured to join a union or have been unfairly denied a job because of union membership issues, contact a Nevada employment law attorney to discuss possible legal action.