HOURLY WAGE INDEX
Let’s talk wages in Nevada
What is the minimum wage in Nevada?
The minimum wage in Nevada is $12.00 per hour for all employees, effective July 1, 2024. Nevada eliminated the two-tier health-benefits system and does not allow a tip credit — tipped employees must be paid the full minimum wage. The rate is indexed to inflation and adjusts annually.
What is the average wage in Nevada?
According to the U.S. Bureau of Labor Statistics, the average hourly wage in Nevada is $30.89. Wages vary by occupation, industry, and location.
What is the living wage in Nevada?
The estimated living wage in Nevada is $24.16 per hour. A living wage represents the estimated hourly rate needed to cover basic living expenses, including housing, food, transportation, healthcare, and other essential costs.
What is the minimum wage in Las Vegas, Nevada?
The minimum wage in Las Vegas is scheduled to increase to $12 per hour in July 2024. For now it matches the same minimum wage as Nevada.
A guide to hourly labor laws in Nevada
● Standard Minimum Wage: $12 (NV.gov) (Nev. Rev. Stat. § 608.250).
● Tipped Minimum Wage: $12, no tip credit (Nev. Rev. Stat. § 608.160).
● Overtime: Only applicable to workers making less than 1.5 times the minimum rate. Hours exceeding 40 in a fixed week or eight in a workday are overtime, paid at 1.5 times the regular rate, with limited exceptions (Nev. Rev. Stat. § 608.018).
● Meal Breaks: Federal law allows unpaid, non-working, bona-fide meal breaks over 30 minutes; exceptions may apply (29 C.F.R. § 785.19) (DoL). Employees who work 8+ continuous hours must receive a 30-minute unpaid meal break (Nev. Rev. Stat. § 608.019).
● Rest Breaks: A 10-minute break for every four hours worked or a major fraction thereof (Nev. Rev. Stat. § 608.019). Breaks lasting 5–20 minutes must be paid (29 C.F.R. § 785.18).
● Wage Deductions: Only those required by law, such as taxes, and those authorized by the employee in writing. Third-party deductions benefitting the employer may not reduce wages below the applicable minimum (Nev. Rev. Stat. § 608.110) (29 C.F.R. § 4.168) (29 US Code § 203).
● Final Paychecks:
● Termination: Due immediately (Nev. Rev. Stat. § 608.020).
● Resignation: No later than the next regular payday or seven days after resigning (Nev. Rev. Stat. § 608.030).
● Wage Payment Frequency: Semi-monthly. All compensation earned before the 1st is due by the 15th; compensation earned before the 16th is due by the last day of the month (Nev. Rev. Stat. § 608.060).
● Paid Sick Leave: Employers with 50+ employees must provide paid sick leave accrued at 0.01923 hours per hour worked, up to at least 40 hours annually (Nev. Rev. Stat. § 608.0197).
● Paid Family and Medical Leave: No paid leave laws. Up to 12 unpaid weeks in one year for eligible employees (FMLA).
● Maximum Daily and Weekly Hours for Children Under 16: No working under age 14. No working during required school hours. No more than three hours on school days and 18 hours during school weeks. No more than 8 hours on non-school days and 40 hours during non-school weeks. Only between 7 a.m. and 7 p.m., extending to 9 p.m. between June 1 and Labor Day. Limited exceptions may apply (NV.gov) (Nev. Rev. Stat. § 609.240) (29 C.F.R. § 570.35).
● Maximum Daily and Weekly Hours for Children 16 and 17: No state/federal law restricting work hours beyond required school hours for non-hazardous occupations. (NV.gov) (Nev. Rev. Stat. § 609.240) (DoL) (29 C.F.R. § 570.35).
Frequently asked questions
What is the difference between gross wages and net wages?
It's important to remember that the Hourly Wage Index data above reflects gross wages, or the amount of money an employee earns before accounting for payroll deductions like taxes, benefits, or wage garnishments. Due to variability in tax rates across locations, slightly lower gross wages in a certain location might result in higher take home pay, or vice versa.
What is a good hourly wage?
This question is a difficult one to answer, as a "good hourly wage" is highly subjective according to experience, work responsibilities, cost of living, and other factors. We recommend using Hourly Wage Index data as a starting point. Once you have established a baseline for certain positions, do further research into similar businesses in your area. Lastly, consider surveying your employees. They're the best resource to help you know what is a good hourly wage, what competitive pay looks like in your location, and how competitive wages change in your industry over time.
Offering competitive pay is one of my top priorities—what other resources do you have that might help?
We know that getting applicants to pay attention to your business can be extremely challenging, and that offering competitive pay is a huge part of that. Wages aren’t everything, however! Applicant experience is another important factor that can help set you apart from your competition. A few examples include:
- Short, easy to understand job descriptions
- Mobile-friendliness
- Quick communication
- Streamlined interview stages
Resources
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