Nevada has two overtime rules:
• Weekly OT after 40 hours in a workweek — always applies, regardless of pay rate. • Daily OT after 8 hours in a workday — applies only if the worker earns less than 1.5× the state minimum wage. With Nevada's $12.00/hr minimum wage (as of July 2024), that threshold is $18.00/hr.
Both rules pay at 1.5×. Nevada has no double-time and no 7th-consecutive-day rule. The pay-rate condition makes Nevada unique — no other US state has a wage-conditional overtime trigger.
The two Nevada overtime rules
Both rules come from Nevada Revised Statutes (NRS) Chapter 608, with interpretive guidance from the Nevada Office of the Labor Commissioner.
Any worker who works more than 40 hours in any scheduled week of work must be paid at one and one-half times the regular rate for hours over 40. This rule applies to all non-exempt workers regardless of pay rate.
Any worker whose regular wage rate is less than one and one-half times the minimum rate (i.e., less than 1.5× state minimum wage) and who works more than 8 hours in a workday of 24 consecutive hours must be paid at one and one-half times the regular rate for hours over 8.
The threshold pivots on a single number: 1.5× the current Nevada state minimum wage. Multiply the minimum wage by 1.5 to get the daily-OT eligibility cutoff. Workers paid at or above this cutoff are exempt from the daily-OT rule (but still owe weekly OT).
The minimum-wage math
Nevada's minimum wage is set by Article 15, Section 16 of the Nevada Constitution and adjusted under Assembly Bill 456 (2019), which scheduled annual increases. Effective July 1, 2024, Nevada eliminated its two-tier system (which previously distinguished employers offering qualifying health benefits from those that did not) and merged to a single statewide minimum wage of $12.00/hr.
That sets the daily-OT eligibility threshold at $18.00/hr ($12.00 × 1.5). The threshold updates automatically whenever the state minimum wage changes — track minimum-wage announcements from the Nevada Office of the Labor Commissioner to know when the cutoff shifts.
Worked example: the same shift, two workers
Nevada's wage-conditional rule produces different classifications for the same hours depending on who worked them:
| Day | Hours | Classification |
|---|---|---|
| Mon | 10.00 | |
| Tue | 10.00 | |
| Wed | 10.00 | |
| Thu | 10.00 |
| Day | Hours | Classification |
|---|---|---|
| Mon | 10.00 | |
| Tue | 10.00 | |
| Wed | 10.00 | |
| Thu | 10.00 |
Both workers logged 40 hours across four 10-hour shifts. Worker A (paid $15/hr, below the $18 threshold) owes 8 hours of daily overtime — 2 hours per shift. Worker B (paid $22/hr, above the threshold) owes nothing in overtime because the weekly 40-hour threshold wasn't exceeded. Same hours, different wages, different classifications.
If Worker B had logged 45 hours instead of 40, the calculation would be 40 REG + 5 OT (weekly trigger only) — daily OT still doesn't apply at the higher pay rate.
Common mistakes
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Applying the daily 8-hour rule to all Nevada workers.
The most common mistake is treating Nevada like California — applying the daily 8-hour rule to every worker. For staffing placements at typical professional or skilled pay rates ($20–$50/hr), the daily rule simply doesn't apply. Workers above $18/hr get weekly overtime only.
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Ignoring the daily 8-hour rule for low-wage placements.
The opposite mistake is more dangerous. Light-industrial, warehouse, hospitality, and entry-level staffing placements at $13–$17/hr fall below the $18 threshold and do owe daily overtime. Systems that ignore the daily rule entirely under-classify these workers.
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Using a stale minimum-wage figure.
Nevada's minimum wage was scheduled to increase annually through 2024, and the threshold has changed over time. Any rule engine that hard-codes $13.50 (the pre-July-2024 non-benefit threshold), $16.50 (the pre-July-2024 benefit threshold), or a different historical figure produces wrong answers. Verify the current minimum wage and threshold whenever you classify Nevada hours.
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Forgetting the threshold pivots on the regular rate, not just base pay.
The Nevada daily-OT rule applies based on the worker's "regular wage rate," which includes commissions, non-discretionary bonuses, and shift differentials. A worker paid $16/hr base plus a $3/hr shift differential has an $19/hr regular rate for the differentialed hours — above the threshold for those hours. For staffing placements with shift premiums, this matters.
What you get with TimeCardCruncher
Nevada's daily overtime rule depends on each worker's pay rate compared to a moving wage threshold — and the threshold moves whenever Nevada's minimum wage changes. You don't have to remember which workers cross the line, hand-recalculate the threshold each year, or audit whether yesterday's rule still applies today. Every Nevada workweek runs against the right rule for each worker.
When the Nevada minimum wage changes, historical invoices stay correct against the threshold that applied at the time, and new batches pick up the new threshold without any operator action.