Daily Overtime in Nevada | Rules for Employers
Nevada labor law goes beyond federal overtime standards—requiring employers to pay daily overtime in addition to weekly overtime. As of July 1, 2024, Nevada employers must follow stricter rules for when overtime pay is required, depending on an employee’s hourly wage.
If you’re an employer in Nevada, it’s critical to understand these rules to ensure compliance and avoid costly penalties.
When is Overtime Pay Required in Nevada?
Under federal law (FLSA), overtime is owed only after an employee works more than 40 hours in a workweek. Nevada law, however, requires overtime in two situations:
- After 8 hours in a single workday
- After 40 hours in a workweek
This is known as daily overtime, and it applies unless the employee is working a mutually agreed upon 4-10 schedule (4 days of 10 hours each).
Nevada Overtime Pay Rates
All non-exempt employees must be paid 1.5 times their regular rate of pay under the following conditions:
As of July 1, 2024:
- Employees earning less than $18.00/hour: overtime applies after 8 hours in a day or 40 hours in a week.
- Employees earning $18.00/hour or more: overtime applies only after 40 hours in a workweek.
Example:
- An employee earning $16/hour who works 9 hours in a day must be paid 1.5x for that 1 extra hour.
- An employee earning $20/hour who works 9 hours in a day (but under 40 for the week) does not receive overtime.
What Counts as a “Workday”?
Under Nevada law, a workday is a 24-hour period beginning at the time the employee starts work. For example, if an employee begins work at 8:00 AM, their workday is considered to run until 8:00 AM the following day.
Why Overtime Compliance Matters
Failing to comply with overtime laws can result in:
- Wage claims and audits
- Back pay liability
- Penalties and fines from the Nevada Labor Commissioner
- Damaged reputation and employee turnover
NAE helps employers across Nevada navigate these rules and protect their businesses.
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