Nevada pay transparency law: the range is owed after the interview

Nevada does not require a pay range in job postings. It requires something that is easier to forget in practice: an employer or employment agency must give the wage or salary range or rate to every applicant who has completed an interview for the position, whether or not the applicant asks. The same statute bans seeking or relying on salary history and covers promotions and transfers on request. It has been in force since October 1, 2021, and each violation can cost up to $5,000.

The statute

The rule is NRS 613.133, added by Senate Bill 293 in 2021 and in effect since October 1, 2021. It sits in chapter 613 with Nevada's other employment practice rules. A companion section, NRS 613.134, sets out how a complaint can move from the Labor Commissioner to court.

Who is covered

• Employers: "a public or private employer in this State," expressly including the state, its agencies and political subdivisions. There is no headcount threshold.
• Employment agencies: "any person regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer." Staffing firms, contingency recruiters and search firms fit that definition.

The duty is written as "an employer or an employment agency, as applicable, shall provide" the range. When an agency runs the interviews for a client, assume the agency is responsible for making sure the candidate gets the range, and get the range from the client at intake so you can.

When the range must be given

For a new applicant, the obligation attaches once an interview is complete, not at the offer stage and not on request. The statute does not define "interview," so a recruiter phone screen may well be the interview that starts the clock. The safest habit is to state the range on the first substantive call, before the candidate asks, and note that you did. If your calls run through a transcript tool such as Interview Signal, the line where you stated the range is already on record with a timestamp.

The statute allows "the wage or salary range or rate," so a single rate is fine for a role with one fixed rate. Nevada does not require benefits to be disclosed.

Posting a range anyway

Nothing stops a Nevada employer from putting the range in the posting, and many do because the same ad runs in California, Washington or Colorado. Doing so does not remove the post-interview duty, but it makes it trivial: the recruiter confirms the posted range on the call. For the California rules most Nevada employers also face, see the California guide.

The salary history ban

The first subsection of NRS 613.133 says an employer or agency shall not, orally or in writing, personally or through an agent:

• seek the wage or salary history of an applicant;
• rely on it to decide whether to offer employment or what to pay; or
• refuse to interview, hire, promote or employ an applicant, or discriminate or retaliate against them, because they did not provide it.

"Wage or salary history" includes compensation and benefits from a current or former employer. Unlike some states, Nevada's ban has no exception for history the applicant volunteers. Subsection 3 does make clear that an employer may ask "about his or her wage or salary expectation for the position." Build your screen around that question; the recruiter phone screen template and salary expectation questions show how.

Enforcement and penalties

• Unlawful employment practice. Violating any provision of NRS 613.133 is an unlawful employment practice.
• Complaint to the Labor Commissioner. Any person may file a complaint with the Labor Commissioner.
• Administrative penalty. The Labor Commissioner may impose on any employer or agency, "or any agent or representative thereof," an administrative penalty of not more than $5,000 for each violation, in addition to any other remedy.
• Costs. If a penalty is imposed, the Labor Commissioner may recover the costs of the proceeding, including investigative costs and attorney's fees.
• Right to sue. Under NRS 613.134, once at least 180 days have passed after the complaint was filed, the Labor Commissioner must issue a right-to-sue notice on the complainant's request, and the complainant may sue in district court within 90 days of receiving it.

The penalty provision reaches an "agent or representative" individually, which is unusual. A recruiter who asks a candidate what they currently earn is not just exposing the client.

Building the range into your process

Because Nevada's trigger is the interview rather than the posting, compliance depends on the people running interviews, not the people writing ads. A few habits close the gap:

1. No interview without a range. Make the range a required field on the requisition before any interviews are scheduled. If the hiring manager has not set one, the role is not ready to interview.
2. Say it, then confirm it in writing. Give the range on the call and repeat it in the follow-up email. The email is the simplest proof that the duty was met.
3. Cover every interviewer. When a hiring manager or panel runs the first interview instead of the recruiter, someone still has to give the range afterward. Assign that job in advance.
4. Watch rate changes. If the budget moves mid-search, candidates already interviewed were given the old range. Tell them the new one.

Example only: a recruiter screening for a warehouse lead might say, "The range for this role is $24 to $28 an hour, depending on experience. What are you looking for?" That one sentence meets the disclosure duty and asks the expectation question the statute expressly allows, in the right order.

Internal moves

The promotion and transfer rule needs three things at once: the employee applied, the employee either completed an interview or was offered the move, and the employee asked for the range. Until all three are true, the statute does not require disclosure. Many employers give internal candidates the range anyway once they interview, because the request will usually follow and the answer should not depend on whether the employee knew to ask.

Remote roles

The statute defines an employer as one "in this State" and does not address remote positions. A Nevada-based employer interviewing a candidate in another state, or an out-of-state employer hiring someone to work from Nevada, falls into gray areas the text does not resolve. Since giving a range after an interview costs nothing, the practical answer is to give it to every candidate for any role connected to Nevada.

Nevada compared with posting states

Nevada is one of a small group of states, with Rhode Island, that require disclosure during the process rather than in the ad. Connecticut was in that group until October 1, 2026, when it began requiring ranges in postings. For the full list, see pay transparency laws by state, and for the other on-request state, the Rhode Island guide.

A Nevada interview checklist

NEVADA CHECKLIST (NRS 613.133)

[ ] Range or rate obtained from the client or hiring manager at intake
[ ] Range or rate given to every applicant who completes an interview,
    without waiting to be asked
[ ] The call or email where it was given is logged
[ ] Promotion/transfer: range given when an employee who applied and
    interviewed (or was offered the move) asks for it
[ ] No questions about current or past pay or benefits, even casually
[ ] Expectation questions only