Your pay rights in Nevada

Senate Bill 293 (2021), wage or salary history and range disclosure (NRS 613.133 and NRS 613.134 (Statutes of Nevada 2021, p. 1678))

Rules in effect since October 1, 2021

Nevada employers don't have to post pay in job ads, but they must give you the pay range once you finish an interview. Employers may not ask about or use your pay history.

Who is covered

All public and private employers in Nevada, including the state, state agencies and local governments, plus employment agencies. There is no minimum size. Job ads do not have to include pay; the range is given after an interview.

What you must be told about pay

No posting requirement. Nevada law does not require pay ranges in job ads; employers must give the range after an interview.

Pay history

Employers may not ask about your past pay, directly or through someone else, or use it to decide whether to hire you or how much to pay you. They may still ask what pay you expect.

What you can do

After you complete an interview, the employer must give you the pay range or rate for the job.
For a promotion or transfer, get the pay range or rate if you applied, were interviewed or offered the move, and asked for it.
The employer cannot refuse to interview, hire or promote you, or retaliate, because you would not share your pay history.
File a complaint with the Nevada Labor Commissioner. If 180 days pass after you file, you can ask for a right-to-sue notice; you then have 90 days after you receive it to sue in district court.

Where to report a violation

Nevada Labor Commissioner (Department of Business and Industry)

The Labor Commissioner can fine the employer up to $5,000 per violation, and may recover its costs of the proceeding, including investigation costs and attorney's fees.

Sources

Nevada is a range-after-interview state, not a posting state. SB 293 set no effective date of its own, so under NRS 218D.330 it took effect October 1, 2021. No amendments since 2021 were found.