Nevada
Nevada Minimum Wage (2027): Still $12.00, No Change Scheduled
Independently fact-checked against primary sources (last audited September 30, 2026). · Law checked current as of November 7, 2026. · 8 primary sources cited on this page. How we verify our legal content
Nevada's minimum wage is $12.00 per hour, in force since July 1, 2024 and set by Article 15, Section 16 of the Nevada Constitution. It is one rate for every covered employee, and tips cannot be counted toward it. The constitution contains no scheduled increase and no inflation adjustment, so nothing in it steps the rate up on January 1, 2027.
That rate is far above the federal $7.25 (29 U.S.C. 206(a)(1)(C)), which means the state figure is what most Nevada workers must be paid. This page also explains why the state statute, NRS 608.250, still shows an $11.00 figure that no longer applies. For the full picture of every state, see our guide to minimum wage by state.
Information last verified on September 30, 2026, with the 2027 section checked on November 6, 2026. This article has not been reviewed by a licensed lawyer.
Jurisdiction scope: This page covers Nevada's minimum wage under Article 15, Section 16 of the Nevada Constitution and NRS Chapter 608, and how it interacts with the federal Fair Labor Standards Act (FLSA). It does not cover overtime rules in detail, other Nevada wage laws beyond a short pointer, or any other state.
Nevada minimum wage in 2027: what changes January 1
Nevada's minimum wage stays at $12.00 an hour on January 1, 2027. No change is scheduled: the Labor Commissioner's 2026 annual minimum wage bulletin, posted June 29, 2026, lists $12.00 effective July 1, 2026 under Article 15, Section 16 of the Nevada Constitution and shows no scheduled increase.
Status as of November 6, 2026: no change scheduled. That rests on these channels:
- The Labor Commissioner's bulletin. The 2026 bulletin sets one $12.00 rate and says it applies to all employees regardless of offered employer health benefits.
- The constitution. Section 16, as quoted on this page when it was verified on September 30, 2026, has no annual adjustment, no consumer price index formula and no year-by-year schedule. The rate can rise only if the federal minimum wage is ever greater than $12 per hour (Section 16(2)) or the Legislature establishes a higher rate by law (Section 16(3)).
- The ballot. No minimum wage measure was on Nevada's November 3, 2026 ballot. The Secretary of State's 2026 statewide ballot question booklet says there were no statewide Questions 1 through 5 because none of the circulated petitions gained enough valid signatures, and that the only two measures were Question 6 (a constitutional right to abortion) and Question 7 (voter identification), both on the ballot for a second time after passing in 2024.
- Federal law. The federal minimum wage is still $7.25 (U.S. Department of Labor tipped-wage table, revised November 5, 2026), and it changes only if Congress passes and the President signs a bill (DOL Wage and Hour Division FAQ).
Some sources say Nevada adjusts its minimum wage for inflation. That is not what Section 16 says, so there is no annual rate to wait for each January. The same single rate covers tipped workers in 2027; the tip rule in Section 16(4) is explained below.
What is the Nevada minimum wage?
Section 16(1) of Article 15 provides: "Except as otherwise provided in this section, beginning July 1, 2024, each employer shall pay a wage to each employee of not less than twelve dollars ($12) per hour worked." The amendment was proposed by the 2019 Legislature, agreed to by the 2021 Legislature and ratified by voters at the 2022 General Election.
| Rate | Effective | Who it covers |
|---|---|---|
| $12.00 per hour | July 1, 2024 | Every employee covered by Section 16, with no health-benefit tier and no separate tipped rate |
The constitutional text sets one figure. It does not offer a lower rate for employers that provide health benefits, and the text opened for this page has no such clause.
Why does NRS 608.250 still show $11.00?
The Nevada Revised Statutes are printed by the Legislative Counsel Bureau, and NRS 608.250 still reads as a two-tier schedule for July 1, 2024: $11.00 per hour if the employer offers health benefits and $12.00 if it does not. That schedule appears in both printed versions of the section, the one effective through December 31, 2027 and the one effective January 1, 2028.
The amended constitution has no health-benefit tier, and the constitution controls where a statute prints something different. A worker should treat $12.00 as the rate and should not treat $11.00 as a lawful current tier. If an employer points to the $11.00 line in NRS 608.250, the constitutional text above is the answer.
NRS 608.250 is still worth knowing about because it is the section the Labor Commissioner enforces (NRS 608.270(1)(a)), and it is the statute that carries the misdemeanor and administrative-penalty consequences discussed below.
Tipped employees in Nevada
Nevada has no tip credit. Section 16(4) says: "Tips or gratuities received by employees shall not be credited as being any part of or offset against the wage rates required by this section." A server, bartender or other tipped worker must receive $12.00 per hour in wages before tips.
The federal FLSA lets employers in many states pay a cash wage as low as $2.13 and count tips toward the rest (DOL tipped-wage table), but that federal allowance does not lower what Nevada requires. Under 29 U.S.C. 218(a), the FLSA does not excuse noncompliance with a state minimum wage that is higher than the federal one. The federal rule that an employer may not keep employees' tips, including letting managers or supervisors keep any portion, still applies in every state (29 U.S.C. 203(m)(2)(B)).
Who is not covered, and are there lower rates?
Nevada's constitution has no general youth subminimum and no training wage that applies across the board. Section 16(8)(a) defines "employee" to exclude an employee under 18 who is employed by a nonprofit organization for after-school or summer employment, or as a trainee for a period not longer than 90 days.
Other limits in the law:
- Collective bargaining agreements. Section 16(5) allows the section's requirements to be waived only through a bona fide collective bargaining agreement, and the waiver must be explicit and unambiguous.
- NRS 608.255. This section says certain relationships are not employment for minimum wage purposes, including a principal and an independent contractor and certain providers of certified jobs and day training services for participants with intellectual or developmental disabilities.
The federal FLSA has its own youth and special-certificate rates, such as $4.25 for the first 90 days for a new employee under 20 (29 U.S.C. 206(g)). Those are federal floors. Nevada's $12.00 is the higher standard, and 29 U.S.C. 218(a) does not excuse an employer from paying it.
Do Nevada cities and counties set their own minimum wage?
This page lists no city or county minimum wage for Nevada, because none was verified. The constitutional section and NRS Chapter 608, as reviewed for this page, contain no clause preempting local minimum wage ordinances, but the absence of a clause in those two places does not prove that no other Nevada law addresses the question. Nothing here should be read as saying Nevada cities can or cannot set a higher rate. Ask the Nevada Office of the Labor Commissioner whether a local rate applies where you work.
How the federal minimum wage fits in
The FLSA sets $7.25 per hour (29 U.S.C. 206(a)(1)(C)), and 29 U.S.C. 218(a) says nothing in it excuses noncompliance with a state law establishing a higher minimum wage. DOL puts it this way: where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher rate. In Nevada that higher rate is $12.00, unless Section 16 excludes the employee. Read the federal rules on our federal minimum wage page.
How to file a Nevada minimum wage claim
There are two routes, and they can be used together.
Court action. Section 16(7) entitles an employee to bring an action against the employer in Nevada courts and to all remedies available under law or in equity that are appropriate, including back pay, damages, reinstatement or injunctive relief. An employee who prevails is awarded reasonable attorney's fees and costs. NRS 608.260(1) provides that the employee may, at any time within 2 years, bring a civil action against the employer. Section 16(7) itself states no limitation period, so do not assume a longer window without checking with a Nevada lawyer.
Labor Commissioner. The Labor Commissioner administers and enforces NRS 608.250 (NRS 608.270(1)(a)). Under NRS 608.290, a violation of NRS 608.250 is a misdemeanor, and the Labor Commissioner may impose an administrative penalty of not more than $5,000 for each violation. The Nevada Office of the Labor Commissioner explains how to file a wage claim or complaint at labor.nv.gov.
Retaliation. Section 16(6) says an employer shall not discharge, reduce the compensation of or otherwise discriminate against an employee for using civil remedies to enforce the section or otherwise asserting rights under it.
Federal complaint. DOL's Wage and Hour Division takes complaints at 1-866-487-9243. Under 29 U.S.C. 216(b) an employer who violates the federal minimum wage owes unpaid wages plus an equal amount as liquidated damages, and a federal suit generally must start within two years, or three for a willful violation (29 U.S.C. 255(a)). For a missing final check, see Nevada final paycheck laws and our guide to unpaid wages.
Nevada compared with neighboring states
Workers who commute across a state line will find different rules. See our pages on the California minimum wage, Oregon minimum wage, Idaho minimum wage, Utah minimum wage and Arizona minimum wage. Overtime is a separate calculation; try the overtime calculator.
Disclaimer: This page is general legal information, not legal advice. It covers Nevada's minimum wage under the Nevada Constitution and NRS Chapter 608 and the federal Fair Labor Standards Act as verified on September 30, 2026. For a specific pay situation, consult a lawyer licensed in Nevada or the Nevada Office of the Labor Commissioner.
Related pages
- Minimum wage by state
- Federal minimum wage rules
- Nevada final paycheck laws
- Nevada at-will employment laws
- Unpaid wages and how to claim them
- Overtime calculator
Last updated: November 6, 2026.
Frequently Asked Questions
What is the minimum wage in Nevada in 2026?
$12.00 per hour, effective July 1, 2024, under Nevada Constitution Article 15, Section 16(1). It is one rate with no health-benefit tier.
What will the minimum wage be in Nevada in 2027?
$12.00 per hour. As of November 6, 2026 no change is scheduled: Section 16 has no inflation indexing, and the rate rises only if the federal minimum exceeds $12.00 (Section 16(2)) or the Legislature sets a higher rate by law (Section 16(3)).
Why does NRS 608.250 say $11.00 if the minimum wage is $12.00?
The printed statute still shows a two-tier schedule, $11.00 with health benefits and $12.00 without. The amended constitution has a single $12.00 rate and controls.
Does Nevada have a tipped minimum wage?
No. Section 16(4) bars crediting tips against the required wage, so tipped employees are owed the full $12.00 per hour before tips.
Is there a Nevada minimum wage measure on the November 2026 ballot?
No. The Secretary of State's 2026 ballot question booklet lists only two statewide measures, Question 6 (abortion rights) and Question 7 (voter identification), both repeats from 2024, and says none of the petitions circulated for 2026 gained enough valid signatures to qualify.
How long do I have to sue for unpaid minimum wage in Nevada?
NRS 608.260(1) provides that an employee may bring a civil action at any time within 2 years. A prevailing employee is awarded attorney's fees and costs under Section 16(7).
Can my employer fire me for asking about minimum wage in Nevada?
No. Section 16(6) prohibits discharging, reducing pay or otherwise discriminating against an employee for using civil remedies to enforce the section or asserting rights under it.
Is the Nevada minimum wage higher than the federal minimum wage?
Yes. Nevada's $12.00 exceeds the federal $7.25, and 29 U.S.C. 218(a) does not excuse noncompliance with a higher state minimum wage.
Updates
Governing law re-checked for recent changes
Independently fact-checked against the cited primary sources
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
Nevada Revised Statutes, Chapter 608: COMPENSATION, WAGES AND HOURS
§ 608.250Requirement of employer to pay; incremental annual increase; penalty.In force
1. Each employer shall pay to each employee of the employer a wage of not less than: (a) Beginning July 1, 2019: (1) If the employer offers health benefits to the employee in the manner described in Section 16 of Article 15 of the Nevada Constitution, $7.25 per hour worked. (2) If the employer does not offer health benefits to the employee in the manner described in Section 16 of Article 15 of the Nevada Constitution, $8.25 per hour worked. (b) Beginning July 1, 2020: (1) If the employer offers health benefits to the employee in the manner described in Section 16 of Article 15 of the Nevada Constitution, $8.00 per hour worked. (2) If the employer does not offer health benefits to the employee in the manner described in Section 16 of Article 15 of the Nevada Constitution, $9.00 per hour worked. (c) Beginning July 1, 2021: (1) If the employer offers health benefits to the employee in the manner described in Section 16 of Article 15 of the Nevada Constitution, $8.75 per hour worked. (2) If the employer does not offer health benefits to the employee in the manner described in Section 16 of Article 15 of the Nevada Constitution, $9.75 per hour worked.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at leg.state.nv.us
§ 608.260Action by employee against employer; limitation of action; remedies and award to prevailing employee.In force
1. If any employer pays any employee a lesser amount than the minimum wage set forth in NRS 608.250 or, if applicable, the minimum wage established by regulation of the Director of the Department of Human Services pursuant to NRS 608.670, the employee may, at any time within 2 years, bring a civil action against the employer. A contract between the employer and the employee or any acceptance of a lesser wage by the employee is not a bar to the action. 2. If the employee prevails in a civil action brought pursuant to subsection 1: (a) The employee is entitled to all remedies available under the law or in equity appropriate to remedy the violation by the employer which may include, without limitation, back pay, damages, reinstatement or injunctive relief; and (b) The court must award the employee reasonable attorney’s fees and costs.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at leg.state.nv.us
§ 608.290Criminal and administrative penalties.In force
1. Any person who violates any provision of NRS 608.250 or 608.670 or any regulation adopted pursuant thereto is guilty of a misdemeanor. 2. In addition to any other remedy or penalty, the Labor Commissioner may impose against the person an administrative penalty of not more than $5,000 for each such violation.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at leg.state.nv.us
§ 608.270Duties of Labor Commissioner and district attorneys; regulations.In force
1. The Labor Commissioner shall: (a) Administer and enforce the provisions of NRS 608.250 and 608.670; (b) Adopt any regulations necessary to carry out the duties set forth in paragraph (a); and (c) Furnish the district attorney of any county or the Attorney General all data and information concerning violations of the provisions of NRS 608.250 or 608.670, occurring in the county coming to the attention of the Labor Commissioner. 2. Each district attorney shall, if a complaint is made to him or her by the Labor Commissioner or by any aggrieved person, prosecute each violation of the provisions of NRS 608.250 or 608.670 that occurs in the district attorney’s county. If any such district attorney fails, neglects or refuses for 20 days to commence a prosecution for a violation of the provisions of NRS 608.250 or 608.670, after being furnished data and information concerning the violation, and diligently to prosecute the same to conclusion, the district attorney is guilty of a misdemeanor, and in addition thereto must be removed from office.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at leg.state.nv.us
§ 608.255Relationships which do not constitute employment relationships for purposes of minimum wage.In force
For the purposes of this chapter and any other statutory or constitutional provision governing the minimum wage paid to an employee, the following relationships do not constitute employment relationships and are therefore not subject to those provisions: 1. The relationship between a provider of jobs and day training services which is recognized as exempt pursuant to the provisions of 26 U.S.C. § 501(c)(3) and which has been issued a certificate by the Division of Public and Behavioral Health of the Department of Human Services pursuant to NRS 435.130 to 435.310, inclusive, and a person with an intellectual disability or a person with a developmental disability participating in a jobs and day training services program. 2. The relationship between a principal and an independent contractor. 3. As used in this section, “developmental disability” has the meaning ascribed to it in NRS 435.007.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at leg.state.nv.us
United States Code Title 29
§ 203DefinitionsIn forcecited in 32 of our articles
As used in this chapter— “Person” means an individual, partnership, association, corporation, business trust, legal representative, or any organized group of persons. “Commerce” means trade, commerce, transportation, transmission, or communication among the several States or between any State and any place outside thereof. “State” means any State of the United States or the District of Columbia or any Territory or possession of the United States. “Employer” includes any person acting directly or indirectly in the interest of an employer in relation to an employee and includes a public agency, but does not include any labor organization (other than when acting as an employer) or anyone acting in the capacity of officer or agent of such labor organization. Except as provided in paragraphs (2), (3), and (4), the term “employee” means any individual employed by an employer.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 4,743 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Wisconsin v. Yoder (Supreme Court of the United States 1972, 406 U.S. 205)“…hteen years or detrimental to their health or well-being." 29 U. S. C. § 203 (l). [20] Cf. e. g., Jacobson v…”
- College Savings Bank v. Florida Prepaid Postsecondary Education Expense Board (Supreme Court of the United States 1999, 527 U.S. 666)“…specifically covered the state hospitals in question, see 29 U. S. C. § 203 (d) (1964 ed.), and such coverage was u…”
- Garcia v. San Antonio Metropolitan Transit Authority (Supreme Court of the United States 1985, 469 U.S. 528)“…vernment employees. §§ 6(a)(1) and (6), 88 Stat. 58 , 60, 29 U. S. C. §§ 203 (d) and (x). SATS complied with the FLS…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Minimum Wage by State (2027): All 50 States and DC, Alabama Minimum Wage (2027): Still $7.25, No State Rate, Arkansas Minimum Wage (2027): Still $11.00, No Change Scheduled
§ 206Minimum wageIn forcecited in 49 of our articles
Every employer shall pay to each of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages at the following rates: except as otherwise provided in this section, not less than— $5.85 an hour, beginning on the 60th day after May 25, 2007; $6.55 an hour, beginning 12 months after that 60th day; and $7.25 an hour, beginning 24 months after that 60th day; if such employee is a home worker in Puerto Rico or the Virgin Islands, not less than the minimum piece rate prescribed by regulation or order; or, if no such minimum piece rate is in effect, any piece rate adopted by such employer which shall yield, to the proportion or class of employees prescribed by regulation or order, not less than the applicable minimum hourly wage rate. Such minimum piece rates or employer piece rates shall be commensurate with, and shall be paid in lieu of, the minimum hourly wage rate applicable under the provisions of this section.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 6,250 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Mark D. Tourscher v. Martin Horn, Secretary of the Pa. Dept. Of Corrections John McCullough Superintendent ,(d.c. Civil No. 98-Cv-00176j) (Court of Appeals for the Third Circuit 1999, 184 F.3d 236)“…wage provisions of the Fair Labor Standards Act (“FLSA”), 29 U.S.C. § 206 (a), for the work he was compelled to d…”
- Christensen v. Harris County (Supreme Court of the United States 2000, 529 U.S. 576)“…in the private sector of the economy or the public sector. 29 U. S. C. §§ 206 , 207 (1994 ed. and Supp. III). In 1985…”
- Barrentine v. Arkansas-Best Freight System, Inc. (Supreme Court of the United States 1981, 450 U.S. 728)“…a minimum wage under § 6 of the Fair Labor Standards Act, 29 U. S. C. § 206 , may not be waived through a collectiv…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Ohio Debt Collection Laws: Garnishment Formula, the 6-Year Consumer Debt Rule, and Repossession, South Dakota Debt Collection Laws: The 20% Garnishment Cap and 120-Day Lien, Wage Theft in the U.S.: Your Rights Regardless of Immigration Status
§ 216PenaltiesIn forcecited in 46 of our articles
Any person who willfully violates any of the provisions of section 215 of this title shall upon conviction thereof be subject to a fine of not more than $10,000, or to imprisonment for not more than six months, or both. No person shall be imprisoned under this subsection except for an offense committed after the conviction of such person for a prior offense under this subsection. Any employer who violates the provisions of section 206 or section 207 of this title shall be liable to the employee or employees affected in the amount of their unpaid minimum wages, or their unpaid overtime compensation, as the case may be, and in an additional equal amount as liquidated damages. Any employer who violates the provisions of section 215(a)(3) or 218d of this title shall be liable for such legal or equitable relief as may be appropriate to effectuate the purposes of section 215(a)(3) or 218d of this title, including without limitation employment, reinstatement, promotion, and the payment of wages lost and an additional equal amount as liquidated damages.
Official text (excerpt) · last checked 2026-09-03 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 9,526 court opinions in our collectionLatest citing opinion in our collection: 2026
In the courts (editorial summary, independently checked):The Supreme Court treats Section 216(b) as the FLSA's private-suit clause. Alden v. Maine (1999) held Article I gives Congress no power to subject nonconsenting states to such private damages suits in their own courts. Christensen v. Harris County (2000) applied Section 216(b)'s requirement that plaintiffs prove a Section 207 violation.
Opinions citing this section in our collection:
- Alyeska Pipeline Service Co. v. Wilderness Society (Supreme Court of the United States 1975, 421 U.S. 240)“…abor Standards Act, § 16 (b), 52 Stat. 1069 , as amended, 29 U. S. C. § 216 (b); Longshoremen's and Harbor Workers…”
- Roadway Express, Inc. v. Piper (Supreme Court of the United States 1980, 447 U.S. 752)“…ther taxable costs. Compare 42 U. S. C. § 2000a-3 (b) with 29 U. S. C. § 216 (b) (1970 ed., Supp. V).” Id., at 6…”
- Hutto v. Finney (Supreme Court of the United States 1979, 437 U.S. 678)“…ther taxable costs. Compare 42 U. S. C. § 2000a-3 (b) with 29 U. S. C. § 216 (b) (1970 ed., Supp. V). [29] See…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Federal Whistleblower Laws: Protections and How to Report, Unpaid Wages: How to File a Claim and Recover What You're Owed, Employer Threatening to Call Immigration? Your Rights in the U.S.
§ 218Relation to other lawsIn forcecited in 52 of our articles
No provision of this chapter or of any order thereunder shall excuse noncompliance with any Federal or State law or municipal ordinance establishing a minimum wage higher than the minimum wage established under this chapter or a maximum work week lower than the maximum workweek established under this chapter, and no provision of this chapter relating to the employment of child labor shall justify noncompliance with any Federal or State law or municipal ordinance establishing a higher standard than the standard established under this chapter. No provision of this chapter shall justify any employer in reducing a wage paid by him which is in excess of the applicable minimum wage under this chapter, or justify any employer in increasing hours of employment maintained by him which are shorter than the maximum hours applicable under this chapter.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 312 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Philip Williamson Itzik Riefronda Kirlin Thomas Painter,plaintiffs-Appellants v. General Dynamics Corporation,opinion (Court of Appeals for the Ninth Circuit 2000, 208 F.3d 1144)“…wage, hour, and child labor legislation. See 29 U.S.C. § 218 (a). 1 *1151…”
- United States v. Klinghoffer Bros. Realty Corp., Irving Jacobson and Albert Klinghoffer (Court of Appeals for the Second Circuit 1961, 285 F.2d 487)“…agreement to accept reduced pay is valid, notwithstanding 29 U.S.C. § 218 . White v. Witwer Grocer Co., 8 Cir.,…”
- Pacific Merchant Shipping Ass'n v. Aubry (Court of Appeals for the Ninth Circuit 1990, 918 F.2d 1409)“…han the maximum workweek established under this chapter. 29 U.S.C. Section 218 (a). The employees and the United State…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Alaska Minimum Wage (2027): $14.00, Rising to $15.00 July 1, Arizona Minimum Wage (2027): $15.65 an Hour From Jan. 1, California Minimum Wage (2027): $17.40 an Hour From Jan. 1
§ 255Statute of limitationsIn forcecited in 39 of our articles
Any action commenced on or after May 14, 1947, to enforce any cause of action for unpaid minimum wages, unpaid overtime compensation, or liquidated damages, under the Fair Labor Standards Act of 1938, as amended [29 U.S.C. 201 et seq.], the Walsh-Healey Act, or the Bacon-Davis Act 1 See References in Text note below. — if the cause of action accrues on or after May 14, 1947 —may be commenced within two years after the cause of action accrued, and every such action shall be forever barred unless commenced within two years after the cause of action accrued, except that a cause of action arising out of a willful violation may be commenced within three years after the cause of action accrued; if the cause of action accrued prior to May 14, 1947 —may be commenced within whichever of the following periods is the shorter: (1) two years after the cause of action accrued, or (2) the period prescribed by the applicable State statute of limitations; and, except as provided in paragraph (c), every such action shall be forever barred unless commenced within the shorter of such two periods; if the cause of action accrued prior to May 14, 1947, the action shall not be barred by paragraph (b)…
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 2,924 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Kimel v. Florida Board of Regents (Supreme Court of the United States 2000, 528 U.S. 62)“…added to the statute of limitations provision of the FLSA, 29 U. S. C. § 255 , a new subsection (d), which suspended…”
- Oscar Mayer & Co. v. Evans (Supreme Court of the United States 1979, 441 U.S. 750)“…title shall apply to actions under this chapter." Title 29 U. S. C. § 255 provides in relevant part: "Any acti…”
- Phyllis Miller v. Maxwell's International Inc., Dba Maxwell's Plum, Debtor in Possession Carlo Galazzo, Gen. Mgt., Dino La Rosa Don Bohn Don Schupak (Court of Appeals for the Ninth Circuit 1993, 991 F.2d 583)“…o a more generous three-year statute of limitations. See 29 U.S.C. § 255 (a) (1988) (three-year statute of limit…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Independent Contractor vs. Employee: The IRS, DOL and ABC Tests, Colorado Minimum Wage (2027): $15.71 an Hour From Jan. 1, Connecticut Minimum Wage (2027): $17.48 an Hour From Jan. 1
Sources and References
- Nevada Constitution, Article 15, Section 16 (Minimum Wage)(www.leg.state.nv.us).gov
- Nevada Revised Statutes, Chapter 608 (NRS 608.250, 608.255, 608.260, 608.270, 608.290)(www.leg.state.nv.us).gov
- Nevada Secretary of State, 2026 Statewide Ballot Questions booklet (copy hosted by Eureka County)(www.eurekacountynv.gov).gov
- 29 U.S.C. 206 (federal minimum wage)(www.law.cornell.edu)
- 29 U.S.C. 218 (effect on other laws)(www.law.cornell.edu)
- U.S. Department of Labor, Wage and Hour Division, Minimum Wage FAQ(www.dol.gov).gov
- U.S. Department of Labor, Tipped Minimum Wage Laws by State(www.dol.gov).gov
- 29 U.S.C. 203 (definitions, tip credit)(www.law.cornell.edu)
- 29 U.S.C. 216 (penalties and remedies)(www.law.cornell.edu)
- 29 U.S.C. 255 (statute of limitations)(www.law.cornell.edu)
- U.S. Department of Labor, Wage and Hour Division, File a Complaint(www.dol.gov).gov
- Nevada Labor Commissioner: 2026 Minimum Wage Annual Bulletin (posted June 29, 2026)(labor.nv.gov).gov
- Nevada Secretary of State: 2026 Petitions(nvsos.gov).gov