{"id":6680,"date":"2012-07-17T21:37:00","date_gmt":"2012-07-18T02:37:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6680"},"modified":"2026-07-27T03:57:49","modified_gmt":"2026-07-27T08:57:49","slug":"nevada-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/nevada-employment-law\/","title":{"rendered":"Nevada employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong><strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Nevada has laws that provide greater protections to employees than federal law, including pregnancy accommodation rights, a higher minimum wage and school activities leave, but generally follows federal law with respect to topics such as equal pay and military leave.&nbsp;<\/p>\n\n\n\n<p class=\"\">Select Nevada employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equal-employment-opportunity\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Nevada Fair Employment Practices Act (NFEPA) prohibits employers with 15 or more employees from discriminating on the basis of protected characteristics, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race (including hair texture and protective hairstyles);&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy, childbirth and related medical conditions);&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">Disability;&nbsp;<\/li>\n\n\n\n<li class=\"\">Genetic information;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Gender identity.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The law also prohibits discrimination against employees who engage in lawful use of lawful products (e.g., alcohol or tobacco) outside the employer&#8217;s premises and during nonworking hours, which does not adversely affect job performance or other employees&#8217; safety.&nbsp;<\/p>\n\n\n\n<p class=\"\">Harassment and retaliation are forms of discrimination also prohibited by the NFEPA.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada law prohibits discrimination in wages on the basis of sex for equal work on jobs that require equal skill, effort and responsibility, and that are performed under similar working conditions. An employer may pay different wages if based upon a seniority system, a merit system, a compensation system under which wages are determined by the quality or quantity of production or factors other than sex.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency &nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada&#8217;s <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a> requires employers to disclose the pay range for a position in certain situations.&nbsp;<\/p>\n\n\n\n<p class=\"\">Employers must provide the wage or salary range or rate to applicants who have completed an interview and to employees who have applied for a promotion or transfer who have completed an interview for or received an offer and requested the pay range.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada employers may not inquire about a prospective employee&#8217;s wage and salary history, or direct an agent to do so, for the purpose of determining whether to hire the applicant or how much to pay them. Employers are further prohibited from refusing to interview, hire or promote an applicant or discriminate or retaliate against an applicant for failing to provide wage or salary history. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under the NFEPA, an employer may not discriminate or take any other prohibited actions against an employee or applicant for inquiring about, discussing or voluntarily disclosing their wages or the wages of another employee or applicant.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Nevada Pregnant Workers&#8217; Fairness Act requires an employer with 15 or more employees to provide reasonable accommodations to employees and applicants for a condition related to pregnancy, childbirth or a related medical condition. Examples of reasonable accommodations include, but are not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Modifying the application process;&nbsp;<\/li>\n\n\n\n<li class=\"\">Modifying equipment;&nbsp;<\/li>\n\n\n\n<li class=\"\">Providing different seating;&nbsp;<\/li>\n\n\n\n<li class=\"\">Modifying work or break schedules;&nbsp;<\/li>\n\n\n\n<li class=\"\">Providing space for expressing breast milk;&nbsp;<\/li>\n\n\n\n<li class=\"\">Providing assistance with manual labor;&nbsp;<\/li>\n\n\n\n<li class=\"\">Authorizing light duty;&nbsp;<\/li>\n\n\n\n<li class=\"\">Temporarily transferring the employee to a less-strenuous or less-hazardous position; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Restructuring a position.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Nevada employer must provide employees who are the mothers of children under one year of age reasonable break time and a clean, private place, other than a bathroom, to express breast milk. This break time may be unpaid, unless payment is required by a collective bargaining agreement.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer may be exempt from these requirements it has fewer than 50 employees and complying with the requirements would cause an undue hardship.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employees who have been employed for at least 60 days have the right to inspect and copy personnel records used to determine the employee&#8217;s qualifications or used as a basis for any disciplinary action taken against the employee, including termination. An employer may charge the employee only for the actual cost associated with copying the documents.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower protections&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a whistleblower law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">scheduling law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Recruiting-and-Hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/onboarding\/nevada-new-hire-onboarding-document-guide\/\">recruiting and hiring<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks\" style=\"font-style:normal;font-weight:500\">Credit checks&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Nevada employer is generally prohibited from conditioning a job offer based on a prospective employee&#8217;s consumer credit report or other credit information. Also, an employer may not deny employment to an applicant who refuses, declines or fails to submit such credit information.&nbsp;<\/p>\n\n\n\n<p class=\"\">Nevada does provide limited exceptions for situations where:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The information is job-related;&nbsp;<\/li>\n\n\n\n<li class=\"\">The employer is required or authorized by state or federal law to obtain the information; or&nbsp;<\/li>\n\n\n\n<li class=\"\">The employer reasonably believes the individual has engaged in illegal activity.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-and-fair-chance\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance &nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">state ban-the-box<\/a> or fair chance law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify&nbsp;<\/h3>\n\n\n\n<p class=\"\">There are no state-specific requirements for private employers related to the use of <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify<\/a> in Nevada.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Wage-and-Hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to comply with certain wage and hour requirements. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage&nbsp;<\/h3>\n\n\n\n<p class=\"\">The <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-rates-by-state-and-municipality\/\">minimum wage<\/a> rate in Nevada is $12.00 per hour.&nbsp;<\/p>\n\n\n\n<p class=\"\">Tips may not be applied as credit toward payment of the minimum wage. However, employees may agree to divide tip income among themselves.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">Generally, Nevada employers must pay one and one-half times a nonexempt employee&#8217;s regular wage rate whenever the employee works more than 40 hours in any scheduled workweek.&nbsp;<\/p>\n\n\n\n<p class=\"\">In addition, employees who are paid a base rate of less than one and one-half times the state minimum wage are entitled to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-in-nevada\/\">overtime<\/a> when they work more than eight hours in any workday, unless by mutual written agreement the employee works four 10-hour days within any scheduled workweek.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employee who works for a period greater than three and one-half hours must be permitted <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">rest periods<\/a> equal to 10 minutes for every four hours worked, or major fractions of four hours. Whenever practical, rest breaks should be taken in the middle of each work period. Authorized rest periods are counted as hours worked. &nbsp;<\/p>\n\n\n\n<p class=\"\">An employee working a continuous eight-hour period is allowed one unpaid meal period of 30 minutes of uninterrupted time.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws<\/a> in Nevada restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/p>\n\n\n\n<p class=\"\">All minors are prohibited from working in certain occupations, such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">In begging, receiving alms or in any mendicant occupation;&nbsp;<\/li>\n\n\n\n<li class=\"\">In any indecent or immoral exhibition or practice;&nbsp;<\/li>\n\n\n\n<li class=\"\">In any practice or exhibition dangerous or injurious to life, limb, health or morals;&nbsp;<\/li>\n\n\n\n<li class=\"\">As a messenger for delivering letters, telegrams, packages or bundles to any house of prostitution or assignation;&nbsp;<\/li>\n\n\n\n<li class=\"\">In any public dance hall where alcoholic beverages are dispensed; or&nbsp;<\/li>\n\n\n\n<li class=\"\">In any area of a casino where there is gaming or where the sale of alcoholic beverages is the primary commercial activity (unless the minor is in the casino area to provide entertainment pursuant to an employment contract).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors under the age of 16 are prohibited from working in additional occupations.&nbsp;<\/p>\n\n\n\n<p class=\"\">With some exceptions, minors under the age of 16 may not work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">More than eight hours in a day;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than 40 hours in a week; or&nbsp;<\/li>\n\n\n\n<li class=\"\">During school hours.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Pay-and-Benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to follow certain requirements with respect to employee pay and benefits. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada law requires that employees be paid in cash or by check or draft payable only to the employee. Exceptions apply. An employer may pay wages by <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">direct deposit<\/a> or electronic paycard if certain conditions are met.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employees must be paid on <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">regular paydays<\/a> established in advance at least semimonthly, according to the following schedule:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">All wages earned before the first day of any month must be paid by 8 a.m. of the 15th day of the following month; and&nbsp;<\/li>\n\n\n\n<li class=\"\">All wages earned before the 16th day of any month must be paid by 8 a.m. on the last day of the same month.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">If an employee is absent on payday, wages must be paid within five days after the employee makes a written demand for payment.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer may make <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">deductions from employees&#8217; wages<\/a> that are:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Required by law (e.g., child support withholding, creditor garnishment, tax levy);&nbsp;<\/li>\n\n\n\n<li class=\"\">For dues, rates or assessments payable to a hospital association;&nbsp;<\/li>\n\n\n\n<li class=\"\">To any relief, savings or other department or association maintained by employers or employees for employees&#8217; benefit; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Authorize in writing by the employee.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may not make deductions for the cost of uniforms.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements&nbsp;<\/h3>\n\n\n\n<p class=\"\">With each payment of wages, an employer must provide each employee with an <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">itemized statement<\/a> showing deductions made from the employee&#8217;s total wages.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a wage theft law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation&nbsp;<\/h3>\n\n\n\n<p class=\"\">Group policies in Nevada must provide health care continuation coverage to employees and their dependents for 12 months if the employee is on leave without pay due to a total disability. The coverage must be at least equal to the coverage provided before the disability and must be for an injury or illness that is not related to the total disability.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#nevada-leave-laws\">time off and leaves of absence<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-family-leave-requirements-by-state\/\">state family and medical leave law<\/a> applicable to private employers. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-sick-leave-by-state\/\">state paid sick leave law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/other-leaves-in-nevada\/\">Nevada has laws related to time off and leaves of absence<\/a>, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">School activities leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-wellbeing\/domestic-violence-sexual-assault-stalking-leave-and-accommodation-laws\/\">Domestic violence leave<\/a> for victims of domestic violence and sexual assault;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Juvenile proceedings leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Witness leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/voting-leave-laws-by-state\/\">Voting leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Legislative leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Emergency responder leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Paid leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Kin care leave.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Health-and-Safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/hr-and-workplace-safety-nevada\/\">employee health and safety<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under the Nevada Occupational Safety and Health Act, a Nevada employer must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Furnish employment and a place of employment free of recognized hazards that are causing or are likely to cause death or serious physical harm to employees;&nbsp;<\/li>\n\n\n\n<li class=\"\">Furnish and use safety devices and safeguards, and adopt and use practices, means, methods and process that are reasonably adequate to render employment safe;&nbsp;<\/li>\n\n\n\n<li class=\"\">Post posters and information informing employees of their rights and obligations;&nbsp;<\/li>\n\n\n\n<li class=\"\">Assign at least one person to be in charge of occupational safety and health; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Do &#8220;every other thing reasonably necessary&#8221; to protect employees&#8217; lives, safety and health.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer with more than 10 employees must establish a written safety program that includes establishment of a safety training program, particularly in those areas of the workplace where there have been recurring injuries.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer with more than 25 employees must establish a safety committee consisting of representatives of employees.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada employers are not prohibited from <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">drug and alcohol testing of employees and job applicants<\/a>. However, there are restrictions on employment actions after testing job applicants for marijuana use.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Nevada Clean Indoor Air Act prohibits smoking in virtually all indoor places of employment. Smoking includes the use of an electronic smoking device that creates an aerosol or vapor, in any manner or in any form, and the use of any oral smoking device.&nbsp;<\/p>\n\n\n\n<p class=\"\">&#8220;No Smoking&#8221; signs or symbols must be conspicuously posted in each place of employment, and all ashtrays and smoking paraphernalia must be removed.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada law does not directly address a private sector employer&#8217;s right to ban <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">guns or weapons from the workplace<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada prohibits the use of handheld cellular or other wireless communication devices while operating a motor vehicle.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Organizational-Exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">When an employee is fired or laid off, <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">final wages<\/a> must be paid immediately.&nbsp;<\/p>\n\n\n\n<p class=\"\">When an employee voluntarily quits or resigns, final wages must be paid the earlier of:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employee&#8217;s next regular payday; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Within seven days.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employers may pay up to $20,000 of <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/deceased-employee-wages-by-state\/\">wages owed to a deceased employee<\/a> to the surviving spouse or dependent children after 40 days from the date of the employee&#8217;s death. The recipient must provide affidavits and certified copies of the death certificate to the employer at the time of payment.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nevada does not have a broadly applicable mini-WARN Act or plant closing law that generally applies to private employers. However, it does have special notice requirements for employers that relocate call centers.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">Nevada does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#equal-employment-opportunity\">EEO and worker protections<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Recruiting-and-Hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Wage-and-Hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Pay-and-Benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Health-and-Safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Organizational-Exit\">Organizational exit<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#ai-in-employment\">AI in employment<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\" id=\"h-get-the-full-picture\" style=\"font-style:normal;font-weight:500\">Get the full picture.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide.  Get a free quote for HR &amp; Compliance Center today.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.brightmine.com\/us\/quote\/?intcmp=hrcc-resources|premium-resources|button|quote|Get-a-quote\" style=\"border-radius:25px\">Get a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17073128\/Creative-team-meeting-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\">Additional NLRB member opens door to reverse union-friendly decisions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The confirmation of a fourth National Labor Relations Board member gives Republicans a 3-1 majority, creating a pathway &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/13035009\/Students-attending-university-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO protected classes by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Explore state\u2011by\u2011state EEO protected classes to help HR teams understand discrimination laws and maintain compliant employment practices.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/21002819\/Brightmine-office-staff-drafting-email-v2-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">Final wage payment requirements by state and municipality<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how each state handles final wage payments, unused time payouts, and penalties, with our expertly maintained compliance &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Nevada employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"employment-law-overview","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6680","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - 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