Nevada Overtime Calculator: the complete guide
Nevada's overtime rule under NRS 608.018 has a feature no other state on this site shares: whether daily overtime applies at all depends on how much the employee is paid per hour. The weekly rule (1.5x for hours over 40) always applies to a covered employee, but the daily rule (1.5x for hours over 8 in a single day) only kicks in when the employee's regular hourly rate is below 1.5 times Nevada's minimum wage. Pay someone enough per hour, and Nevada's daily-overtime rule simply does not apply to them.
Because that cutoff is calculated directly from Nevada's minimum wage, this calculator reads the current rate from the same minimum-wage dataset that drives the Minimum Wage by State calculator, rather than hardcoding a number that would go stale the next time Nevada's minimum wage changes.
The 1.5x-minimum-wage cutoff
Nevada's minimum wage is currently $12.00/hr (effective July 1, 2024, a single statewide rate with no tip credit and no lower local rates). The daily-overtime cutoff is therefore 1.5 x $12.00 = $18.00/hr: an employee paid less than $18.00/hr is entitled to daily overtime for hours over 8 in a day, while an employee paid $18.00/hr or more is not, and only the weekly 40-hour rule applies to them.
An employee earning $10.00/hr, below the $18.00/hr cutoff, works 10 hours on both Monday and Tuesday and has the rest of the week off (20 hours total). Daily overtime applies: each 10-hour day produces 2 hours over the 8-hour threshold, so 4 hours of daily overtime for the week. The remaining 16 hours are straight time. Straight-time pay: 16 x $10.00 = $160.00. Overtime pay: 4 x $15.00 (1.5 x $10.00) = $60.00. Total for the week: $160.00 + $60.00 = $220.00.
Above the cutoff: weekly-only
Once an employee's rate reaches or exceeds $18.00/hr, Nevada's daily-overtime rule stops applying entirely, and only the standard weekly 40-hour rule is in play, identical to states like Texas or Florida.
An employee earning $25.00/hr, above the $18.00/hr cutoff, works the same 10-and-10 schedule (20 hours total for the week). Because the rate is above the cutoff, no daily overtime applies, and because the week's total is only 20 hours, no weekly overtime applies either. Total pay for the week: 20 x $25.00 = $500.00, with no overtime hours at all despite the two 10-hour days.
Why this cutoff moves when the minimum wage moves
Because the cutoff is defined as a multiple of Nevada's minimum wage rather than a fixed dollar figure, it automatically shifts if the state minimum wage changes. Nevada's minimum wage has been a single statewide rate since 2024 with no scheduled increase currently on the books, but if that changes, this calculator's daily-overtime cutoff moves with it automatically, because it always reads the live figure from the minimum-wage dataset rather than a number typed once and left to go stale.
Exemptions and the regular rate
Nevada generally follows the federal FLSA's executive, administrative, and professional exemption categories, on top of its own minimum-wage-linked daily-overtime cutoff for everyone else. As under federal law, a nondiscretionary bonus must be folded into the regular rate before either the daily or weekly 1.5x multiplier is applied — and because that adjustment changes the effective hourly rate, it can occasionally push an employee across the $18.00/hr daily-overtime cutoff for a given week, so it's worth checking both before and after folding in a bonus.
An employee earning a $17.50/hr base rate (just below the $18.00/hr cutoff) works 40 straight hours and earns a $30.00 nondiscretionary bonus that week. The bonus-adjusted regular rate becomes (($17.50 x 40) + $30.00) / 40 = $18.25/hr, now above the $18.00/hr cutoff. For that specific week, Nevada's daily-overtime rule no longer applies to this employee, even though it would have applied at the unadjusted $17.50/hr base rate. Recalculating the cutoff after folding in the bonus, not before, is what determines the correct outcome.
Recordkeeping and your rights
Because whether Nevada's daily-overtime rule applies to you at all can shift week to week with bonuses or rate changes, keep your own log of daily hours worked, your base rate, and any bonus earned each week, along with your pay stubs. The Nevada Office of the Labor Commissioner investigates unpaid overtime and minimum wage claims separately from the federal Wage and Hour Division, so a claim can often be pursued through either or both routes, and a week-by-week record makes it straightforward to show which side of the $18.00/hr cutoff applied for each specific week in dispute.
Common mistakes
Applying Nevada's daily-overtime rule to every employee regardless of pay rate. Paying daily overtime to a $25.00/hr employee (above the $18.00/hr cutoff) isn't legally required and, while not illegal to overpay, signals the payroll calculation isn't actually following NRS 608.018's rate-based test.
Using a hardcoded, stale minimum wage instead of the current figure. Calculating the $18.00/hr cutoff from an old minimum wage (say, $11.00/hr from a prior year, giving a $16.50/hr cutoff) misclassifies employees paid between $16.50 and $18.00/hr, wrongly denying them daily overtime they are owed under the current $12.00/hr minimum wage.
Missing the weekly 40-hour rule for high earners. Assuming a $25.00/hr employee (above the daily cutoff) never gets overtime is wrong; the weekly 40-hour rule still applies to them exactly as it would in any federal-only state once their total hours for the week exceed 40.
Ignoring a nondiscretionary bonus's effect on the daily-overtime cutoff. A bonus that raises an employee's effective regular rate from $17.50/hr to $19.00/hr for a given week can move them from below to above the $18.00/hr cutoff, changing whether daily overtime applies for that specific week; recalculating only the overtime rate and not rechecking the cutoff itself is a common miss.
Nevada's rate-based overtime rule
| Employee's hourly rate | Overtime rule that applies |
|---|---|
| Below $18.00/hr (1.5x the $12.00 minimum wage) | Daily (over 8hr) AND weekly (over 40hr) |
| $18.00/hr or above | Weekly (over 40hr) only |
How to file a claim
If your Nevada paycheck doesn't reflect the correct daily-overtime cutoff, raise it first with your employer or payroll department, since using a stale minimum-wage figure to calculate the $18.00/hr threshold is a common and correctable error. If that doesn't resolve it, you can file a wage claim with the Nevada Office of the Labor Commissioner, which investigates unpaid overtime and minimum wage claims at no cost. Nevada Office of the Labor Commissioner.
Frequently asked questions
- What is Nevada's daily overtime cutoff in 2026?
- The cutoff is 1.5 times Nevada's current minimum wage of $12.00/hr, which works out to $18.00/hr. Employees paid less than $18.00/hr are entitled to daily overtime for hours worked over 8 in a single day, while employees at or above $18.00/hr are not.
- Does the weekly 40-hour overtime rule still apply above the $18.00/hr cutoff?
- Yes. The $18.00/hr cutoff only affects Nevada's daily-overtime rule; the standard weekly rule (1.5x for hours over 40 in the workweek) applies to every covered non-exempt employee in Nevada regardless of their hourly rate. An employee earning $25.00/hr still gets weekly overtime if their total hours for the week exceed 40.
- Does Nevada allow a tip credit?
- No. Nevada has required the full state minimum wage to be paid in cash to all employees, including tipped employees, since a 2024 change eliminated its old two-tier (with/without health benefits) system; tips are on top of, not counted toward, the minimum wage. This is unlike Texas, Georgia, or Pennsylvania, which all allow an employer to count a portion of tips toward the minimum wage.
- What happens if Nevada's minimum wage increases?
- The $18.00/hr daily-overtime cutoff would rise proportionally, since it is defined as 1.5 times whatever the current minimum wage is, not as a fixed dollar figure. This calculator reads the live minimum wage figure at calculation time specifically so the cutoff never goes stale if the rate changes.
- How is this different from Alaska's or Colorado's daily-overtime rules?
- Alaska's and Colorado's daily-overtime rules apply to every covered employee regardless of pay rate, comparing daily and weekly totals (Alaska) or three separate triggers (Colorado) to decide the overtime amount. Nevada is the only one of the four daily-overtime states where whether the daily rule applies at all depends on the employee's own hourly pay rate relative to the state minimum wage.
- Can a bonus change whether I'm entitled to Nevada daily overtime?
- Yes. Because a nondiscretionary bonus raises your effective regular rate for the week it's paid in, it can push you from below the $18.00/hr cutoff to at or above it (or vice versa if the comparison changes week to week), changing whether the daily-overtime rule applies for that specific week. It's worth rechecking the cutoff any week a bonus is paid, not just recalculating the overtime rate.
- Are there Nevada-specific overtime exemptions?
- Nevada generally follows the federal FLSA's executive, administrative, and professional exemption categories on top of its own rate-based daily-overtime test, rather than layering on a large set of its own additional exemptions. As under federal law, job title alone never creates an exemption; both a salary test and a duties test must be met.
- What should I do if I think my Nevada overtime is wrong?
- First confirm which side of the $18.00/hr cutoff your hourly rate falls on using the current minimum wage, since an outdated cutoff is the most common source of Nevada overtime errors, then raise any discrepancy with your employer. If it isn't resolved, the Nevada Office of the Labor Commissioner investigates wage and overtime complaints at no cost and can order back pay.