Nevada’s 24-Hour Workday Rule | Laws for Employers
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Understanding Nevada’s 24-Hour Workday Rule
Nevada is one of the few states with a 24-hour clock rule—a unique and critical labor regulation that significantly impacts how employers calculate daily overtime.
If you employ non-exempt employees earning less than 1.5 times the state minimum wage, you must understand how the 24-hour workday clock works to stay compliant and avoid wage violations.
What Is Nevada’s 24-Hour Clock?
Under NRS 608.0126, Nevada defines a workday as a period of 24 consecutive hours that begins when the employee starts work—not midnight to midnight as is common in other states.
- If an employee begins their shift at 6:00 AM, their workday runs until 6:00 AM the next day.
- If they clock in the following day at 7:00 AM, a new 24-hour clock begins.
Importantly, a 24-hour workday must fully end before a new one can begin.
Workweek vs. Workday in Nevada
Per NRS 608.0123, a workweek in Nevada is defined as “seven consecutive periods of 24 hours” and can begin on any day and any hour set by the employer—not just Monday or Sunday.
- Workweek = 7 consecutive 24-hour periods (can start any day/time)
- Workday = 24 consecutive hours starting when the employee begins work
Understanding this distinction is essential for proper timekeeping and daily overtime calculation.
Why the 24-Hour Clock Matters for Employers
Employers may unintentionally violate Nevada’s overtime laws if they:
- Assume a calendar day (midnight to midnight) defines a workday
- Overlap 24-hour periods without a reset
- Fail to calculate daily overtime properly for non-exempt employees earning less than 1.5x the minimum wage
These mistakes can lead to penalties, wage claims, and costly audits.
Exclusive Member Resource: 24-Hour Clock Fact Sheet
If you’re a member of the Nevada Association of Employers (NAE), you can access our detailed 24-Hour Clock Fact Sheet through the Member Portal.
- Real-world examples of how the 24-hour workday applies
- Compliance tips for scheduling and timekeeping
- Clarifications on daily vs. weekly overtime requirements
Not a member yet? Join NAE today to unlock this and other valuable HR compliance resources.
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