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Nevada tax and labor law guide

Household employment requirements for families hiring a caregiver in Nevada

Finding helpful Nevada nanny tax information is not always easy. That’s why we’ve combined all the state and federal tax and labor law information you’ll need! Check out the information below that HomePay is here to help with.

Checklist for Nevada household employers

We know you’re busy! Here’s a quick “to-do” list with links to extra details below.

Beginning of employment 

During employment 

Optional benefits for your employee

Ending employment

Beginning of employment 

Workers’ compensation

Household employers in Nevada are not required to carry a workers’ compensation insurance policy, however we recommend obtaining coverage. These policies pay for medical expenses and lost wages if an employee has a work-related injury or illness. Obtain an instant quote and purchase a policy online, or contact our partner, Clarke White, at 804-267-1210 or wcnanny@allrisks.com.

Employment contract 

At the time of hire, household employers in Nevada are required to provide their employee with a written employment contract that must include:

  • Employer’s name and address.
  • Employee’s name and start date.
  • A list of duties the employee is expected to perform.
  • Weekly schedule of days and hours worked, along with any breaks given during the day.
  • Hourly rate of pay, overtime rate of pay and any benefits offered to the employee (health insurance, paid time off, etc.).
  • Pay frequency (weekly/bi-weekly) and method of pay.
  • Any deductions from the employee’s wages.
  • Period of notice for either employer or employee to terminate the working relationship.
  • If the employee is a live-in, the conditions for when the employer can enter the employee’s room/living space.

Employment posters

Families in Nevada are required to notify their employee of their rights by sharing these posters

During employment 

Minimum wage rate

The current minimum wage in Nevada is $9.75/hour.

Nevada overtime requirements

  • Live-out employees must be paid 1.5x their hourly rate for all hours worked over 40 in a workweek.
  • Live-in employees are required to be paid overtime, unless otherwise agreed to in writing by both employer and employee.
  • Overtime is not required to be paid when work is performed on a holiday. 
  • Employees are required to have a day of rest (24 consecutive hours) each week and 48 consecutive hours of rest each month. If an employee chooses to work on their day of rest, all hours worked must be paid at their overtime rate.

Optional benefits for your employee 

Health insurance

Families with only 1 employee can make contributions toward their employee’s health insurance premiums and treat the amount as non-taxable compensation. In this scenario, neither the employee nor the employer are required to pay any taxes on that portion of the compensation.

Families with 2 or more employees have 3 options:

  1. Set up an Individual Coverage Health Reimbursement Arrangement (ICHRA).
  2. Set up a Qualified Small Employer Health Reimbursement Arrangement (QSEHRA).
  3. Purchase a policy through SHOP (Small Business Health Options Program). 

Visit our health insurance page for more information about these options.  

Mileage reimbursements

The current federal mileage reimbursement rate is $0.56 per mile and only covers miles driven by your employee while on the job. Miles driven commuting are not eligible for reimbursement.

Ending employment 

Live-in termination requirement

If a household employer lets their live-in employee go without cause, they must either provide 30 days written notice for the employee to leave their home or provide comparable housing to them elsewhere.

Managing unused PTO 

Nevada household employers do not need to pay their employees for unused sick time, but they do need to pay out any unused vacation time unless the employment contract states otherwise.

The information contained in this article is general in nature, may not be applicable to your specific circumstances, and is not intended to be a substitute for or relied upon as personalized tax or legal advice.

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