The short answer Nevada's minimum wage is a flat $12.00 (since July 1, 2024, no more scheduled increases), with a unique daily-overtime rule: employees paid less than 1.5x the minimum wage ($18.00) get overtime after 8 hours in a day. Employers with 50+ employees must provide paid leave usable for any reason.
What Nevada requires
Nevada
Minimum wage (2026). $12.00/hour for all employers (constitutional amendment ended the two-tier system July 1, 2024; no automatic indexing).
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Daily overtime. Caregivers earning less than $18.00/hour (1.5x minimum) are owed 1.5x for hours over 8 in a 24-hour period, in addition to over 40/week — a major scheduling constraint for 10- and 12-hour home care shifts.
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Paid leave. Employers with 50+ employees must provide paid leave (0.01923 hours per hour worked, ~40 hours/year) usable for any reason, including sickness.
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Domestic workers. Nevada's Domestic Workers' Bill of Rights (SB 232, 2017) guarantees minimum wage, agreed written terms, and rest periods for household workers, including many caregivers.
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The federal baseline (applies in every state)
Federal
FLSA coverage. Caregivers employed by home care agencies are covered by the Fair Labor Standards Act: federal minimum wage ($7.25) and overtime apply, because agencies are 'third-party employers' of domestic service workers.
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2013 Home Care Rule. Under the 2013 Home Care Rule (29 CFR 552.109), third-party employers such as home care agencies may NOT claim the FLSA companionship-services or live-in domestic worker exemptions — only the individual, family, or household using the services can claim them.
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Rescission proposal status (July 2026). On July 2, 2025 DOL proposed rescinding the 2013 Home Care Rule (comments closed Sept. 2, 2025), but as of July 2026 no final rule has issued — the 2013 rule remains legally in effect. Field Assistance Bulletin 2025-4 (July 25, 2025) directed WHD staff to pause enforcement of the rule against third-party agencies, but the FAB does not affect private lawsuits by caregivers, which can still recover back overtime plus liquidated damages.
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Sixth Circuit upholds rule (2026). In April 2026 the Sixth Circuit (DOL v. Americare Healthcare Services) upheld the 2013 Home Care Rule as a valid exercise of authority Congress expressly delegated to DOL, even post-Loper Bright. Practical takeaway for agencies: keep paying minimum wage and time-and-a-half overtime to caregivers unless and until a final rescission rule takes effect.
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Overtime & travel time. Agency caregivers must receive 1.5x their regular rate for hours over 40 per workweek, and travel time between clients during the workday is compensable hours worked (commuting to the first client and home from the last is not).
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Sleep time on 24-hour shifts. For shifts of 24 hours or more, an employer and live-in or shift caregiver may agree to exclude a bona fide sleep period of up to 8 hours if adequate sleeping facilities are provided and the worker usually gets at least 5 hours of uninterrupted sleep; interruptions for work must be paid. On shifts under 24 hours, all time on duty — including permitted sleep — is compensable.
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