Nevada has established moderate but meaningful pay transparency requirements aimed at promoting wage equity while taking a measured approach compared to some other states. Through Senate Bill 293, effective since October 1, 2021, Nevada requires post-interview salary disclosure and prohibits salary history inquiries, while also protecting employees’ rights to discuss wages openly in the workplace.
Here’s what you need to know about Nevada pay transparency law requirements for 2026.
Core Law & Compliance
What Is the Nevada Pay Transparency Law? (2026 Update)
Nevada’s pay transparency framework is built around Senate Bill 293 (SB 293), which took effect October 1, 2021, and creates a balanced approach to compensation transparency that focuses on key moments in the employment relationship.
The law’s primary component, found in Nevada Revised Statutes Section 613.133, requires employers to disclose wage rates or salary ranges to job applicants following an interview for the position. This post-interview disclosure requirement ensures that candidates receive compensation information before making final decisions about employment opportunities.
Nevada Revised Statutes Section 613.330 provides additional protection by prohibiting employers with 15 or more employees from discriminating against workers who inquire about, discuss, or disclose wages. This protection ensures that employees can engage in wage-related conversations without fear of retaliation.
Unlike some states, Nevada does not require proactive salary disclosure in job postings, but instead focuses on ensuring transparency at critical decision-making points in the hiring and promotion process.
Nevada Salary Posting Requirements for Employers
Nevada does not currently require employers to include salary ranges in job postings, distinguishing it from states like California, Washington, and New York that mandate upfront disclosure in job advertisements.
Instead, Nevada requires wage or salary range disclosure following interviews with job candidates. This approach provides transparency at a crucial stage when both employers and candidates are seriously considering the employment relationship, while allowing employers flexibility in their initial job posting practices.
For internal opportunities, Nevada requires disclosure of wage rates or salary ranges to current employees seeking promotions or transfers, provided the employee has applied for the position, completed an interview or received an offer, and specifically requested the compensation information.
The law applies to all Nevada employers regardless of size for disclosure requirements, though the wage discussion protections apply specifically to employers with 15 or more employees.
When Did/Does the Nevada Pay Transparency Law Take Effect?
Nevada’s pay transparency requirements under Senate Bill 293 became effective October 1, 2021, making Nevada one of the earlier states to implement comprehensive transparency legislation in the modern wave of pay equity laws.
All provisions of the law are currently in effect, including the post-interview disclosure requirements, salary history prohibitions, and wage discussion protections. Employers should ensure they are fully compliant with all aspects of the law, as enforcement mechanisms are active and violations can result in significant penalties.
Employer Responsibilities
Which Employers Must Comply With the Nevada Pay Transparency Law?
Nevada’s pay transparency requirements apply to all employers operating in the state, regardless of size or industry, for the core disclosure and salary history prohibition requirements under Nevada Revised Statutes Section 613.133.
The wage discussion protection provisions under Nevada Revised Statutes Section 613.330 apply specifically to employers with 15 or more employees, though the employee location is not specifically defined in the statute.
All employment agencies and staffing companies operating in Nevada must also comply with these requirements when working with job candidates and client employers.
Nevada Pay Transparency Thresholds by Employer Size
Nevada uses a straightforward approach with minimal size-based distinctions. All employers, regardless of size, must comply with the wage disclosure requirements following interviews and the salary history prohibitions.
The 15-employee threshold applies only to the wage discussion protection provisions, meaning that smaller employers are not prohibited from restricting employee wage discussions, though they still cannot retaliate against employees for salary history-related issues.
This approach ensures that transparency benefits reach workers across a wide range of organizations while recognizing that smaller employers may have different operational considerations regarding workplace policies.
Penalties for Violating the Nevada Pay Transparency Law
Nevada enforces its pay transparency requirements through the Nevada Labor Commissioner, who has authority to investigate complaints and impose significant penalties for violations.
Employers who violate any provision of Nevada’s pay transparency law may face administrative penalties of up to $5,000 per violation. This penalty structure applies to all violations, including failing to disclose salary ranges post-interview, using prohibited salary history information, or retaliating against employees for wage discussions.
The Labor Commissioner can recover investigative costs and attorney’s fees in addition to imposing fines. After 180 days from filing a complaint, individuals can request a right-to-sue notice and have 90 days to initiate private litigation, providing additional enforcement mechanisms beyond administrative penalties.
Employee Rights & Impact
What Employees Should Know About the Nevada Pay Transparency Law
Nevada employees working for employers with 15 or more employees have protected rights to discuss their wages with colleagues without fear of discrimination or retaliation. This protection extends to inquiring about wage information and voluntarily disclosing salary details to coworkers.
Job applicants benefit from mandatory salary disclosure following interviews, ensuring they receive compensation information at a critical decision-making point in the hiring process. This timing allows candidates to make informed decisions about whether to continue with the application process or accept job offers.
Current employees seeking internal promotions or transfers can request and receive wage range information for new positions after completing interviews or receiving offers, enabling informed decisions about career advancement opportunities within their organizations.
All job applicants are protected from salary history inquiries, ensuring that compensation decisions are based on job requirements and qualifications rather than previous wages.
Employee Rights Under Nevada Salary Posting Law
While Nevada does not require salary posting in job advertisements, employees have significant rights related to compensation transparency and protection throughout the employment relationship.
The post-interview disclosure requirement means job candidates automatically receive wage range information without needing to request it, ensuring equal access to compensation data at a meaningful point in the hiring process.
Employees covered by the wage discussion protections can freely share salary information, ask about compensation practices, and discuss wage-related concerns with colleagues without fear of employer retaliation or discrimination.
Current employees have the right to request wage range information for internal opportunities they’re pursuing, provided they’ve completed the interview process or received offers for new positions within their organization.
How the Nevada Pay Transparency Law Helps Reduce Wage Gaps
Nevada’s approach to pay transparency addresses wage disparities through targeted interventions at key points in the employment relationship. The post-interview disclosure requirement ensures that all candidates receive compensation information at the same stage, reducing information asymmetries that can disadvantage certain groups.
The salary history ban prevents the perpetuation of past discrimination through new employment relationships, ensuring that compensation decisions reflect current job requirements rather than historical inequities that may have affected previous wages.
Wage discussion protections enable employees to identify potential pay disparities within their organizations and take appropriate action to address them. When workers can freely discuss compensation, patterns of discrimination become more visible and easier to remedy.
HR & Legal Best Practices
How HR Teams Can Comply With Nevada Pay Transparency Law
HR teams should establish clear procedures for providing wage range information to job candidates following interviews. This includes training hiring managers on when and how to disclose salary information and ensuring consistent application across all positions and departments.
Creating standardized wage range documentation for all positions helps ensure accurate and consistent disclosure to candidates and employees. HR teams should regularly review and update these ranges to reflect current market conditions and internal equity considerations.
Training programs should emphasize the prohibition on salary history inquiries and teach recruiters and hiring managers to focus discussions on salary expectations rather than previous compensation. This helps ensure compliance while still enabling meaningful compensation discussions.
Establishing clear policies regarding employee wage discussions helps communicate rights and responsibilities while ensuring that covered employees understand their protections under Nevada law.
Updating Job Postings to Meet Nevada Salary Transparency Rules
Nevada does not require salary ranges in job postings, so employers are not obligated to update their posting practices for compliance purposes. However, employers should ensure their interview processes include proper wage range disclosure procedures.
Employers should review their application and interview materials to ensure they do not include requests for salary history information. Any forms, questionnaires, or standard interview questions that seek previous compensation details should be updated or eliminated.
Voluntary inclusion of salary ranges in job postings may help attract candidates and demonstrate commitment to transparency, even though it is not legally required under Nevada law.
Does the Nevada Pay Transparency Law Apply to Remote or Hybrid Workers?
Nevada’s pay transparency law applies to all employers operating in the state, regardless of work arrangements. Remote and hybrid workers employed by Nevada companies receive the same protections as in-office employees.
For employers based outside Nevada who hire Nevada residents, the application of the law may depend on the specific employment relationship and whether the employer is considered to be operating in Nevada for purposes of state employment law.
Employers should ensure that their post-interview disclosure procedures account for remote interviews and provide salary range information to all candidates, regardless of their planned work location or arrangement.
Comparison and Broader Context
How Nevada Pay Transparency Rules Compare With California and New York
Nevada’s approach differs significantly from California and New York in that it does not require proactive salary disclosure in job postings. While California and New York mandate comprehensive upfront transparency, Nevada focuses on post-interview disclosure, providing a middle ground between full transparency and traditional practices.
Nevada’s post-interview timing requirement is unique among major pay transparency states, offering a different model that balances candidate information needs with employer flexibility in job posting practices.
The penalty structure in Nevada, with fines up to $5,000 per violation, is comparable to other states but is enforced through a more centralized administrative process than some jurisdictions that rely primarily on private litigation.
Federal Pay Transparency Requirements vs. Nevada Law
Nevada’s requirements exceed current federal pay transparency protections, providing workers with more specific disclosure rights and employers with clearer obligations than federal law generally mandates.
The salary history ban under Nevada law is more comprehensive than federal protections, which primarily rely on broader anti-discrimination principles rather than specific prohibitions on compensation history inquiries.
Nevada’s wage discussion protections complement federal protections under the National Labor Relations Act while providing explicit state-level enforcement mechanisms and clearer coverage for private sector employees.
Pay Transparency Laws by State: Where Does Nevada Stand?
Nevada occupies a moderate position in the spectrum of state pay transparency laws, providing meaningful protections without the comprehensive disclosure requirements found in some other states.
The state’s post-interview disclosure model represents a unique approach that other states have not widely adopted, demonstrating Nevada’s effort to balance transparency goals with practical implementation considerations.
Nevada’s universal application to all employer sizes for disclosure requirements, combined with targeted wage discussion protections for larger employers, creates a framework that addresses small business concerns while ensuring broad access to transparency benefits.
FAQs About the Nevada Pay Transparency Law
Do small businesses need to comply with Nevada pay transparency law?
Yes, all Nevada employers, regardless of size, must comply with the post-interview wage disclosure requirements and salary history prohibitions. However, only employers with 15 or more employees are subject to the wage discussion protection provisions, meaning smaller employers are not prohibited from restricting employee wage conversations, though they cannot retaliate for salary history-related issues.
How should employers update existing job postings?
Nevada does not require salary ranges in job postings, so no updates are necessary for compliance purposes. However, employers should ensure their interview processes include procedures for disclosing wage ranges following candidate interviews and update any application materials to remove salary history requests. Employers may choose to include salary ranges voluntarily to attract candidates.
Are salary ranges required for internal postings as well as external ones?
Nevada does not require salary ranges in any job postings, whether internal or external. However, current employees seeking promotions or transfers can request wage range information after applying, interviewing, or receiving offers for internal positions. Employers must provide this information when requested by qualifying employees.
What happens if employers fail to disclose salaries?
Employers who fail to provide required post-interview salary disclosures, use prohibited salary history information, or retaliate against employees for wage discussions may face administrative penalties of up to $5,000 per violation imposed by the Nevada Labor Commissioner. Additional remedies may include investigative costs, attorney’s fees, and potential private litigation after a 180-day administrative process period.
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