Summary of August 2025 Labor Law Updates for Las Vegas, Nevada
Here is your summary of August 2025 Labor Law Updates in Nevada, prepared by HKM Employment Attorneys. These August 2025 developments in Nevada underscore several ongoing trends: tighter protections for minors, focus on tip pooling laws, continued enforcement of anti‐discrimination statutes, and the need for clarity in employer policies (especially regarding which roles are managerial vs non-managerial). Employers should review their policies, training, and compliance practices in light of these updates.
Assembly Bill 215 — Legislation
Date: August 4, 2025 (reported)
Summary:
Nevada’s AB 215 introduces stricter rules for minors’ work hours under NRS Chapter 609. Key changes:
Minors under age 16 are now prohibited from working more than 40 hours per week (down from 48 hours). Minors under age 19 are prohibited from working between 11 p.m. and 6 a.m.
Implications:
Employers must revise minors’ work schedules to ensure compliance, particularly in industries employing younger workers (e.g. retail, food service). Noncompliance could risk fines or enforcement actions under state child labor laws. HR, scheduling, and payroll teams need to update policies / templates to accommodate these hour restrictions.
Advisory Opinion on Tip Pooling Policy — Administrative Guidance
Date: August 12, 2025
Summary:
Nevada’s Labor Commissioner issued an Advisory Opinion under NAC Section 607.650, clarifying whether employees who perform some “managerial tasks” may be included in a tip pool. The question arises because under both the Fair Labor Standards Act (FLSA) and state law, there are restrictions on managers or supervisors receiving tips or participating in tip pools.
Implications:
Employers who use tip pooling must carefully evaluate whether any employees classified as managerial, or with supervisory functions, are eligible to share in tip pools. Risk of violating both state law and FLSA by improperly including managers/supervisors in tip pools. Important for restaurant, hospitality and service-industry employers — need to review policies, possibly adjust which positions are included, ensure segregation of duties, update disclosures to employees, etc.
Settlement: Age Discrimination Lawsuit – Nevada Treasurer’s Office
Date: August 4, 2025
Summary:
Nevada Treasurer Zach Conine’s office reached a settlement in a wrongful termination / age discrimination suit brought by a former employee, Sheila Salehian. The case, filed in 2019, was heading toward trial; the settlement ends the dispute.
Implications:
Signals that age discrimination claims continue to be taken seriously under Nevada law; employees alleging discrimination may have leverage. Employers (including state offices) need to ensure anti‐discrimination training, performance reviews, termination decisions are well documented. Even cases several years old may still be resolved via settlement, particularly when some claims have been upheld on appeal.
Court Decision: Lister v. City of Las Vegas — Title VII / Hostile Work Environment
Date: August 4, 2025
Summary:
In Lister v. City of Las Vegas, the Ninth Circuit reviewed a Title VII hostile work environment / retaliation claim. The jury had found that an incident was “severe or pervasive” and objectively & subjectively offensive, but ultimately concluded the incident was not motivated by race or gender, and no retaliation. The jury nonetheless awarded damages, but the district court reconciled the verdict by setting aside the damages award and entered judgment for the City. The 9th Circuit affirmed that decision.
Implications:
Reinforces that severity of conduct alone is not enough — motive / discrimination must be tied clearly to protected classes. Jury instructions matter; courts will closely scrutinize whether instructions tie severity to protected status. Employers should ensure they have strong investigatory records and documentation concerning motive if defending hostile work environment claims.
Conclusion: Looking Back on Nevada’s Labor Law Updates from August 2025
As Nevada courts increasingly address discrimination, wage-and-hour disputes, wrongful termination, and contract violations, local guidance becomes crucial. At HKM Employment Attorneys in Las Vegas, our dynamic team—including managing partner Dana Sniegocki and litigation lead Mike Arata—regularly takes on complex cases involving harassment, contract review, severance, non-competes, and whistleblower claims, with a proven track record of recovering over $250 million for employees. We offer personalized employee counseling and no‑fee‑unless‑we‑win advocacy across the state. If recent local rulings have raised concerns, reach out to our Las Vegas office to explore how we can seamlessly turn legal insights into action on your behalf.
