2025 Nevada Legislature – Summary of New Labor & Employment Laws
On June 2, 2025, the Nevada Legislature ended its 83rd Session with the passage of many bills affecting Nevada employers. Below is a summary of new laws that may impact a Nevada employer. For each, we have provided a link to Nevada’s legislative website where you can view the final text of the bill (click on “As Enrolled”).
Some of these bills may require a change to your policies and procedures. If you have questions about these bills or need assistance with such policy changes, please contact a KZA attorney.
AB 215 – Child Labor. This bill is intended to supplement federal child labor laws and strengthen Nevada law. Current Nevada law prohibits children who are under the age of 16 from working more than 48 hours in any one week; this bill reduces the weekly hours cap to 40 hours. This bill also supplements federal law by prohibiting work between 11:00 pm and 6:00 am on school nights for any unemancipated child who is enrolled in high school and is between the ages of 16 and 19, with certain exceptions. Finally, this bill provides that a violation of a federal child labor law applicable to a child under the age of 16 may lead to additional penalties under Nevada law. These changes become effective on October 1, 2025.
SB 179 – NERC. This bill requires the Nevada Equal Rights Commission to consider whether discrimination alleged to be based upon religious creed was motivated by antisemitism. It uses the working definition of antisemitism from the International Holocaust Remembrance Alliance and adopts the contemporary examples of antisemitism published by the Alliance. This bill becomes effective on October 1, 2025.
SB 260 – NV OSHA. This bill requires a new NV OSHA regulation to protect employees from wildfire smoke. The regulation will require employers to monitor air quality, establish protective controls to protect employees from smoke, train employees on air quality, and communicate to employees when air quality is poor. It will also establish an air quality index at which an employer is prohibited from allowing an employee to perform critical tasks outdoors. This regulation will apply to all public and private employers with more than 10 employees except an employer that operates a mine, employs commercial truck drivers, or is a provider of emergency services. This bill becomes immediately effective for the development of the regulation but will not apply to employers until January 1, 2026.
SB 317 – Worker’s Compensation. This bill declares that an injured employee has a substantive right to choose adequate health care providers to treat their industrial injuries and occupational diseases. It revises various provisions relating to covered services for injured employees, hearings and appeals of industrial insurance claims, benefit penalties, and industrial providers of health care. It also provides that an injury or disease sustained by an employee that is caused by stress can be proven via psychological evidence, not just psychiatric or medical evidence. This bill’s changes become effective at different times depending upon the section at issue.
KZA Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.