Do You Have to Post a Salary Range in Nevada Job Postings?
No — as of this writing, Nevada generally does not require a salary range in the job posting itself. Instead, under SB 293 (NRS 613.133), employers must automatically provide the wage or salary range or rate to any applicant who has completed an interview — without waiting for the applicant to ask.
Nevada took a different path than posting-mandate states like California, Colorado, and Washington. Senate Bill 293, effective October 1, 2021, centers on two duties: automatically disclosing the wage or salary range to applicants after a completed interview, and a ban on seeking or relying on an applicant's salary history. There is no requirement to publish the range in the ad itself.
The word "automatically" is where teams slip. In on-request states, the duty triggers when a candidate asks. In Nevada, completing the interview is the trigger — a recruiter who waits for the candidate to raise pay can drift out of compliance without ever noticing. Building the range into your post-interview follow-up is the simple fix.
For the posting itself, the bigger trap is salary-history language. Because NRS 613.133 generally prohibits seeking an applicant's wage or salary history, a posting that asks candidates to submit pay history raises real risk — and the Labor Commissioner can impose penalties that can reach $5,000 per violation.
Risky phrasing
“"To be considered, please submit your resume along with your salary history from your last two positions. Compensation: DOE."”
Compliant rewrite
"Compensation: $55,000–$68,000 per year, depending on experience. Please do not include salary history with your application — we share the full range with every candidate we interview."
The law at a glance
- Law
- Nevada Senate Bill 293 (2021), codified at NRS 613.133Nev. Rev. Stat. § 613.133
- In effect
- October 1, 2021
- Who’s covered
- Private employers and employment agencies operating in Nevada, plus certain public employers — law firm summaries note no minimum employee count for the disclosure and salary-history provisions.
- Penalties
- The Nevada Labor Commissioner can impose administrative penalties of up to $5,000 per violation, and may also recover investigative costs and attorney's fees. Some commentators read "per violation" as applying to each affected applicant, which can multiply exposure across a hiring round.
What that means for a posting
- Provide the wage or salary range or rate for the position to every applicant who has completed an interview — automatically, without the applicant having to ask.
- Provide the range to a current employee seeking a promotion or transfer if the employee has applied for it, completed an interview or received an offer, and requested the range.
- Do not seek an applicant's wage or salary history, directly or indirectly — and do not rely on it to decide whether to hire or what to pay. Asking about salary expectations is generally still permitted.
- Do not refuse to interview, hire, or promote an applicant — or otherwise retaliate — because they declined to share salary history.
- No posting mandate: as of this writing, Nevada does not require the range to appear in the job ad itself, but staffing and employment agencies working Nevada roles are covered by the same rules.
Remote and out-of-state postings
The statute does not expressly address remote or out-of-state postings. Commentary describes it as covering employers and employment agencies operating in Nevada; if you are interviewing Nevada-based candidates or hiring a remote worker who will work from Nevada, the cautious reading is to follow the disclosure and salary-history rules, and to confirm edge cases with counsel.
How it’s actually enforced
The Nevada Labor Commissioner enforces NRS 613.133 through a complaint process. If a complaint is not resolved within 180 days, the individual can generally request a right-to-sue notice and then has 90 days to file a civil action. The softer side: because Nevada has no posting mandate, compliance is largely a process fix inside your interview workflow — and law firm summaries of Nevada's 2025 legislative session report no amendments to the pay transparency statute, so the rules have been stable since 2021.
Common follow-ups
Does Nevada require a salary range in the job posting itself?+
Generally no, as of this writing. Nevada's duty triggers after the interview: once an applicant completes an interview, the employer must provide the wage or salary range or rate automatically. That said, several states have moved from interview-stage disclosure to posting mandates in recent years, so confirm current rules with counsel before finalizing a multi-state posting template.
Does the law apply to remote jobs or out-of-state employers?+
The statute is generally described as covering employers and employment agencies operating in Nevada, and it does not expressly address remote or out-of-state postings. If a role will be performed from Nevada or you are interviewing Nevada-based applicants, the safer course is to provide the post-interview range and avoid salary-history questions. There is no official guidance we could locate on the remote edge cases, so counsel review is worth it.
Who enforces the law — and can applicants sue?+
The Nevada Labor Commissioner investigates complaints and can impose administrative penalties of up to $5,000 per violation, plus investigative costs and attorney's fees. There is also a private path: if a complaint is not resolved within 180 days, the individual can generally request a right-to-sue notice and then has 90 days to bring a civil action.
Do staffing and employment agencies have to comply?+
Yes — the statute applies to employment agencies as well as employers. Agencies generally may not seek or rely on an applicant's salary history, and the disclosure obligations extend to agency-managed hiring for Nevada positions. Agencies running intake forms that ask for pay history are a common place this surfaces.
What about internal promotions and transfers?+
That side of the law works on request rather than automatically. An employer generally must provide the range for a promotion or transfer when the employee has applied for the position, completed an interview or been offered it, and asked for the range. Many employers simply volunteer the range at interview stage to keep one consistent process.
Can we still ask candidates what they want to earn — and do bonuses or benefits count?+
Asking about salary expectations is generally permitted — the ban covers past pay, not desired pay. The disclosure duty refers to the "wage or salary range or rate" for the position; the statute does not spell out how bonuses, commissions, or benefits should be handled, so many employers disclose the base range and describe variable pay and benefits separately. Confirm your approach with counsel.
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Audit my job post freeSources
- Nevada Revised Statutes, Chapter 613 (NRS 613.133) — Nevada Legislature
- Fisher Phillips — Nevada Joins Other States in Creating Pay Equity Law
- Jackson Lewis — Nevada: New Laws Imposing New Requirements on Employers
- Trusaic — Nevada Pay Transparency Law Guide
- SixFifty — Nevada Pay Transparency Law Requirements for 2026
- Littler — Nevada's Newly Enacted Employment Laws from the 2025 Legislative Session
Last reviewed July 8, 2026. Laws change — always confirm current rules for your jurisdiction.FairHire is an informational tool, not legal advice. Have qualified counsel review your hiring questions before use.