Nevada Narrows Compensable Pre and Post Shift Activities

Nevada recently passed emergency legislation that brings state wage and hour rules closer to the federal Portal to Portal Act. This change was made in direct response to a Nevada Supreme Court ruling that had significantly expanded what counted as paid time for employees.

Under the new law, employers are not required to pay employees for certain pre shift and post shift activities unless those activities are integral and indispensable to the employee’s main job duties. This aligns Nevada with long standing federal rules and provides clearer boundaries on what is considered compensable work.

In simple terms, routine actions such as walking to workstations, passing through security, or performing non-essential prep tasks are generally not required to be paid. However, if an activity is essential to the employee’s core job tasks, employers must continue to compensate that time.

This clarification offers Nevada employers more consistency with federal standards and reduces the risk of expanded wage claims tied to incidental pre or post shift activities.

HR Consulting Group remains available to assist with multistate wage and hour compliance and policy updates.