Nevada Overtime Calculator 2026

For covered nonexempt employees in Nevada, overtime is generally calculated at 1.5× the employee’s regular rate of pay for all hours worked beyond 40 in a single workweek. The regular rate is not limited to your base hourly wage; it must include other forms of compensation such as nondiscretionary bonuses, performance commissions, and shift differentials. If you earn the standard state minimum wage of $12.00/hour, your basic overtime premium rate will be $18.00/hour. To estimate your total gross pay, add your regular hourly earnings to your premium overtime earnings before taxes or deductions.

Nevada has a unique conditional daily overtime rule. If your regular hourly wage is less than 1.5× the Nevada state minimum wage, you are generally entitled to overtime at 1.5× for hours worked past 8 in a workday. For employees earning higher hourly wages, overtime is calculated on a weekly basis after 40 hours in a workweek. Daily overtime also applies to hours worked past 8 on consecutive days in certain situations. Always consult the Office of the Nevada Labor Commissioner or check our Nevada calculator for specific scenarios.

Nevada does not have a general state law mandating double-time pay for private-sector employees. Employers are only federally and state-required to pay the 1.5× overtime rate for hours worked over 40 in a workweek. Double-time pay (2.0×) is generally a voluntary policy established by employers, union contracts, or collective bargaining agreements for working on holidays, weekends, or emergency shifts. Unless a specific contract or employer agreement applies, you should assume standard overtime rules apply. Check official guidance or your employee handbook for company policies.

At the Nevada minimum wage of $12.00/hour, the overtime rate is $18.00/hour (1.5×). For covered nonexempt employees earning more than minimum wage, the overtime rate is 1.5× their regular hourly rate, which may include certain bonuses, commissions, and shift differentials. For example, if an employee in Nevada earns the minimum wage and works 40 regular hours plus 5 overtime hours, the overtime pay is 5 × $18.00 = $90.00. Combined with regular pay of $480.00, the total gross pay is $570.00.

In Nevada, tip credits are not permitted under state law. Employers must pay tipped workers the full state minimum wage of $12.00/hour in addition to any tips they receive. Overtime pay for tipped employees must be calculated at 1.5× the full minimum wage, not any lower cash rate. For example, if a tipped worker in Nevada works 45 hours, they earn $480.00 for 40 regular hours and $90.00 for 5 overtime hours, totaling $570.00 in weekly gross pay, separate from tips.

Salaried employees are not automatically exempt from overtime in Nevada. Exemption generally depends on meeting three legal tests: (1) Salary Basis Test — paid a fixed salary, (2) Salary Level Test — earning at least $35,568/year ($684/week), and (3) Job Duties Test — primarily performing executive, administrative, or professional duties. Job title alone does not determine exemption status. If a salaried employee earns $1,000/week but spends most of their time performing non-exempt duties (retail, manual labor, or administrative tasks), they may be legally non-exempt and entitled to overtime pay at 1.5× for hours over 40 in a workweek.

Yes, in most cases. Nondiscretionary bonuses and commissions generally must be included when calculating the regular rate of pay for overtime purposes. The regular rate is the employee’s total weekly earnings (including bonuses and commissions) divided by total hours worked. Overtime premium is then calculated as 0.5× the regular rate for each overtime hour. For example, if an employee in Nevada earns $1,000 in weekly base pay plus a $200 nondiscretionary bonus and works 45 hours, the regular rate is $26.67/hour ($1,200 / 45). The overtime premium is $13.34/hour (0.5×), adding $66.70 for 5 overtime hours.

Workers who believe they have not been paid properly for overtime can file a wage claim with Office of the Nevada Labor Commissioner. A lawyer is generally not required to file a claim. The agency may review payroll records and assist in recovering unpaid wages. Federal claims may also be filed with the U.S. Department of Labor’s Wage and Hour Division. For a worked example, if an employee is owed back overtime pay, they can submit timesheets and pay stubs to the appropriate agency. If the agency finds the employer underpaid wages, it may pursue recovery of the unpaid amounts.