NevadaOvertime Rules & Laws (2026)
Last updated: 2026-03-27
Summary: Nevada has its own overtime law that is stricter than federal FLSA. Overtime required after 40 hours per workweek at 1.5x regular rate. Daily overtime required after 8 hours per day. Salary exemption threshold: $684/week ($35,568/year).
What are the overtime rules in Nevada?
| Weekly Threshold | 40 hours |
|---|---|
| Daily Overtime? | YesAfter 8 hours per day |
| Overtime Rate | 1.5x regular rate |
| Follows FLSA? | State lawStricter than federal FLSA |
How does Nevada differ from federal overtime rules?
Nevada requires overtime after 8 hours in a day OR 40 hours in a week, whichever results in greater pay for the employee. Nevada is one of the few states with daily overtime. The daily overtime applies to employees earning less than 1.5x the state minimum wage. Employees earning 1.5x or more of the minimum wage are only subject to weekly overtime after 40 hours.
How to Calculate Overtime in Nevada
Example 1: Employee earning $15/hr (below 1.5x min wage) works 10 hours in one day
8 x $15.00 = $120.00 (straight time) + 2 x $22.50 = $45.00 (daily OT at 1.5x)
Total pay: $165.00
Example 2: Employee earning $20/hr (above 1.5x min wage) works 10 hours in one day
10 x $20.00 = $200.00 (no daily OT — wage exceeds 1.5x minimum wage)
Total pay: $200.00
Example 3: Employee earning $20/hr works 45 hours in a week (weekly OT applies to all)
40 x $20.00 = $800.00 (straight time) + 5 x $30.00 = $150.00 (weekly OT at 1.5x)
Total pay: $950.00
Calculate Your Overtime Pay
Enter your details below to see a breakdown of regular, overtime, and total pay.
Nevada requires daily overtime after 8 hours per day. Enter today's hours for a daily breakdown, or leave blank for weekly-only calculation.
This assumes a non-exempt hourly employee. Exempt employees are not entitled to overtime. This calculator provides estimates only — actual pay may vary based on shift differentials, piece rates, bonuses, or other factors. Not legal or payroll advice.
What Counts as "Hours Worked" in Nevada?
Under Nevada law, the following time must be counted as hours worked for overtime purposes:
- •All time an employee is required to be on the employer's premises or at a prescribed workplace
- •On-call time when the employee must remain at or near the worksite
- •Travel time between job sites during the workday
- •Mandatory training, meetings, or lectures
- •Meal breaks where the employee is not completely relieved of duties
- •Rest periods of 20 minutes or less (paid under Nevada law)
- •Time donning/doffing required protective equipment
Who is Exempt from Overtime in Nevada?
| Salary Threshold | $684/week ($35,568/year) — federal FLSA minimum |
|---|---|
| Exempt Categories | Executive, administrative, professional (follows FLSA exemptions). Employees earning 1.5x the minimum wage or more are exempt from daily overtime only (weekly still applies). |
| Industry Exemptions | Certain mechanics, agricultural workers |
Overtime Exemption Categories Explained
| Category | Requirements |
|---|---|
| Executive | Salary $684+/week (federal FLSA); manages enterprise or department; directs 2+ employees; hire/fire authority |
| Administrative | Salary $684+/week; office/non-manual work related to management or business operations; exercises discretion and independent judgment |
| Professional | Salary $684+/week; advanced knowledge requiring prolonged specialized study |
| Computer Employee | Salary $684+/week or $27.63+/hr; systems analyst, programmer, software engineer |
| Outside Sales | No salary requirement; primary duty is making sales away from employer's place of business |
| Daily OT Exemption (wage-based) | Employees earning 1.5x or more of Nevada's minimum wage are exempt from daily overtime (weekly OT after 40 hours still applies) |
Must I Pay Unauthorized Overtime in Nevada?
Yes — you must pay for all overtime worked, even if unauthorized.
Nevada employers must pay for all hours actually worked, including unauthorized overtime. Employers may discipline employees for policy violations but cannot withhold pay for time worked.
Common Overtime Violations to Avoid in Nevada
These are the most common overtime mistakes employers make in Nevada. Avoiding them protects your business from costly lawsuits and penalties.
- 1.Failing to pay daily overtime for employees earning below 1.5x the minimum wage
- 2.Misunderstanding the wage-based daily overtime exemption (applies only to daily OT, not weekly)
- 3.Misclassifying employees as exempt without meeting both salary and duties tests
- 4.Not tracking daily hours in addition to weekly hours
- 5.Averaging hours across workweeks
- 6.Off-the-clock work before or after shifts
Penalties for Overtime Violations in Nevada
Nevada employers who violate overtime rules face liability for back wages plus penalties under Nevada Revised Statutes. The Labor Commissioner can order payment of unpaid wages plus administrative penalties. Employees may also file civil suits for unpaid overtime and recover attorney's fees. Federal FLSA penalties apply concurrently.
What Nevada Employers Need to Know
- •Nevada requires daily overtime after 8 hours for workers earning less than 1.5x the minimum wage
- •Workers earning 1.5x or more of the minimum wage only get weekly overtime (40 hours)
- •No double-time rule in Nevada
- •Nevada is one of only a handful of states with daily overtime requirements
- •The daily overtime threshold and wage-tier system make Nevada unique among states
Frequently Asked Questions
Does Nevada require daily overtime?
Yes, but with a condition. Employees earning less than 1.5x the state minimum wage must receive 1.5x overtime after 8 hours in a day. Those earning 1.5x or more of the minimum wage are only subject to weekly overtime after 40 hours.
How does Nevada's overtime compare to California's?
Both have daily overtime after 8 hours, but California applies it to all non-exempt employees regardless of wage level, while Nevada exempts higher-paid workers from daily OT. California also has double time; Nevada does not.
Official Nevada Resources
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This is general information, not legal advice. Requirements change — always verify with the official state agency or a qualified employment attorney. Sources: Nevada Office of the Labor Commissioner, U.S. Department of Labor.