Nevada Pay transparency and pay equity — Ask HR AI

What changes in Nevada

Salary-history rule: Banned (SB 293). Employers may not seek wage-history information; must provide pay range on request after the interview.

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"We post remote roles nationwide — how do we handle pay range disclosure? Focus on Nevada."

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Practitioner steps for Nevada

Step 1. Confirm whether Nevada bans salary-history inquiries — currently banned (sb 293).
Step 2. Post a good-faith pay range on every NV job posting where required, including remote roles that could be performed in Nevada.
Step 3. Include benefits and equity where the NV statute or local ordinance requires them alongside the base range.
Step 4. Retain the wage records and job description that support the posted range in case of an enforcement action.

Applicable Nevada statutes and references

AB 132 (2019)
SB 293
NRS §179.245
Exec. Order 2017-13
15 U.S.C. §1681 et seq. (federal FCRA)

Frequently asked (federal + Nevada overlay)

Which states require pay ranges in job postings?

California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Minnesota, Nevada, New York, Rhode Island, Vermont, and Washington all have posting or on-request pay range disclosure statutes, plus several cities with their own rules.

Can I ask an applicant about their current salary?

In many states, no. Salary-history bans in states like California, Massachusetts, New York, and Washington prohibit asking about prior compensation, though applicants can voluntarily disclose.

What is a pay equity audit?

A privileged statistical review of compensation across protected classes for similarly situated employees, used to identify and correct unexplained gaps before litigation.

Same topic in another state

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Ask HR AI is not legal advice. Confirm any final answers or suggested actions with your employment legal counsel before acting on them.

Pay transparency and pay equity in Nevada.