Nevada Equal Pay Acts laws & compensation compliance analysis

Nevada Equal Pay Acts: What you need to know

The Nevada Equal Pay Law prohibits discrimination in wages on the basis of sex for equal work on jobs that require equal skill, effort, and responsibility, performed under similar working conditions. The law applies to all employers in the state, regardless of size, including employment agencies and labor unions (NV Rev. Stat. Sec. 608.017).
Employers are prohibited from reducing any employee's wages in order to comply with the Law. It is also unlawful for an employer to discriminate against an employee for testifying in a proceeding under the Law (NV Rev. Stat. Sec. 608.015).
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Differences in pay between employees of different genders are permissible when they are based on:
• A seniority system;
• A merit system;
• A system based on quality or quantity of work; or
• Reasonable factors other than sex.
The state labor commissioner enforces the Equal Pay Law. The commissioner is authorized to seek a civil remedy, impose an administrative penalty, or take other administrative action against an employer.
Inquiries prohibited. Effective October 1, 2021, state law prohibits employers from seeking the wage or salary history of a job applicant or relying on the information when deciding whether to offer the applicant a job or determining the rate of pay for the applicant (SB 293 6/2/21). If an applicant does not provide wage or salary history, employers are prohibited from refusing to interview, hire, promote, or employ the applicant or discriminating or retaliating against the applicant.
The Act defines “wage or salary history” as the wages or salary paid to an applicant by the applicant’s current or former employer and includes any compensation ...

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Nevada Equal Pay Acts Resources

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