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Reminder: Nevada Minimum Wage Increase and 2-Tier System End on July 1, 2024

18 Jun


We wanted to remind employers that Nevada’s minimum wage will increase on July 1, 2024, to $12 per hour, marking the end of not only the annual increments but also of the 2-tier minimum wage system. Unless otherwise exempted by law, the $12 minimum wage applies to all employees in the State of Nevada.

Previously, the State of Nevada had a two-tier minimum wage system based on qualifying health benefits being offered to employees. For the period covering July 1, 2023, through June 30, 2024, the minimum wage rate is $10.25 per hour if the employee is offered qualifying health benefits, and $11.25 per hour if the employee is not offered qualifying health benefits.

Nevada Ballot Question 2, passed by Nevada voters in November 2022, eliminated the two-tier minimum wage system which provided a reduction in the required minimum wage if an employer offered qualified health benefits.

For additional information, please visit the State of Nevada Department of Business & Industry Press Release here.

Fisher Phillips’ Law Firm Guide: How to Prepare

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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