Nevada: Legislative Update
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Discussion
Nevada’s legislative session concluded in June, passing several bills impacting employers and their employees. Key updates are summarized below.
AB 215 – Child Labor Restrictions
Effective October 1, 2025, AB 215 introduces new restrictions on the working hours of minors intended to align better with federal child labor standards. Specifically, the bill prohibits minors under 16 from working more than 40 hours in any one week (previously 48 hours) and prohibits any minor under 19 from working between the hours of 11 p.m. and 6 a.m. on any night immediately preceding a school day. There are some exceptions for minors holding positions like lifeguards, arcade employees, stage or theatrical employees, or minors who are working on a farm. Minors can also receive an exemption from their school district or juvenile court order.
The Nevada Labor Commissioner is required to publish an abstract of child labor laws, which employers are required to post in a visible location within the workplace.
AB 422 – Volunteers of Nevada Wing of the Civil Air Patrol
Effective October 1, 2025, AB 422 requires an employer to allow an employee who is a volunteer member of the Nevada Wing of the Civil Air Patrol to take leave for training or emergency missions without loss of position, seniority, or accrued leave or benefits.
AB 519 – Nonmedical Home Care Requirements
As of May 30, 2025, AB 519 established a new regulatory framework for agencies and organizations that provide nonmedical personal care services. This includes home-based personal care agencies, employment agencies that contract for nonmedical services, and intermediary service organizations. Under the law, these agencies are required to run criminal background checks on personal caregivers and provide workplace training for certain unlicensed caregivers and agency employees that is tailored to the nature of nonmedical care provided by the agency.
AB 523 – Revised Liability for Delivery Network Companies
Effective October 1, 2025, AB 523 revises the liability standards for certain “network delivery companies.” “Delivery network companies” are defined as businesses that use digital platforms to connect customers with drivers for delivery services. AB 523 says that these companies are not vicariously liable for any act or omission of a driver that results in harm to a person or property, provided the company does not control, direct, or manage the driver or the driver’s personal vehicle. To benefit from this liability shield, the company must also maintain a motor vehicle insurance policy that meets the minimum coverage requirements during the delivery service period.
SB 24 – Emergency Medical Responders
As of May 26, 2025, SB 24 establishes certification and regulation of emergency medical responders (EMRs) under state law. Specifically, this law extends to EMRs the same workplace protections, legal immunities, and benefits currently afforded to other emergency medical personnel, meaning they must now be treated as a formally recognized and regulated class of emergency personnel. Organizations employing or contracting with EMRs must ensure these individuals are properly certified and that their roles are integrated into existing emergency response protocols and workplace safety policies.
SB 162 – Compliance Required with Civil Rights Laws to Receive State Funding
Effective October 1, 2025, SB 162 requires an entity that is going to receive state funding to agree to comply with certain employment laws that are applicable to the entity. Specifically, under this new law, any entity that receives an appropriation of state money must formally agree to comply with a range of federal and state civil rights and employment laws, including but not limited to Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and related sections of state law. Importantly, SB 162 clarifies that this requirement applies only to state funds and does not extend to federal funds distributed by the state under federal mandates.
SB 179 – Review for Antisemitism Motivation in Labor Investigations
Existing state law prohibits discrimination in employment based upon race, religious creed, color, age, sex, disability, sexual orientation, gender identity or expression, national origin or ancestry, and authorizes the Nevada Equal Rights Commission to investigate tensions, practices of discrimination and acts of prejudice against any person or group based on these protected classifications. SB 179 will now require the NERC, when conducting an investigation into an alleged unlawful discriminatory practice based upon the religious creed of a person or group, to consider whether the practice was motivated by antisemitism. Under the law, “antisemitism” is defined by reference to the International Holocaust Remembrance Alliance, as a certain perception of Jews, which may be expressed as hatred toward Jews.
Reminder to Register or Certify Exemption for NEST Program
Nevada’s Employee Savings Trust (NEST) Program went live in June, following its enactment back in 2023. Effective immediately, eligible employers must either register for the program or certify their exemption by September 1, 2025. Eligible employers include those with six or more employees, in business for at least three years, and who do not offer a qualified retirement plan. The program is designed to minimize employer burden by eliminating fiduciary responsibilities, administrative costs, and the need to manage employee accounts. Instead, employers are tasked with facilitating payroll deductions into Roth IRAs, submitting employee data, and maintaining basic records through the NEST portal.
Action Items
- Review and update minor employment policies and practices.
- Prepare for expanded Civil Air Patrol Leave requests.
- Implement background checks and training for covered nonmedical care staff.
- Consult with legal counsel about certification of compliance with Civil Rights Laws when receiving state funding.
- Register or certify exemption for the NEST Program.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase