Nevada non compete law restricts non competes by statute: nevada enforces a non compete only if it is supported by valuable consideration, no broader than needed to protect the employer, imposes no undue hardship and is proportionate to that consideration; it is void for any employee paid solely by the hour (excluding tips), it may not bar serving a former customer who leaves voluntarily,
and after a layoff or restructuring it is enforceable only while the employer keeps paying salary or severance.
This guide gives the exact Nevada non compete law rule with the date we verified it, the threshold and carve-outs where they exist, what a court does with an overbroad term, and what to do if you signed one. Rules verified against the statute on 2026-10-08; confirm the current rule with Nevada Office of the Labor Commissioner or an attorney before you rely on it.
Nevada Non Compete Law at a Glance
| Status | Restricted by statute |
| Income threshold | Employees paid solely on an hourly wage basis (tips excluded) cannot be bound (613.195(3), AB 47 of 2021) |
| Statute | Nev. Rev. Stat. 613.195 |
| Notice / consideration | No statutory notice rule |
| Carve-outs | Hourly-only workers; former customers who leave on their own; workers terminated in a reduction in force unless paid through the restriction; the same rules… |
| Overbroad terms | reform — a court must revise an overbroad covenant to reasonable limits and enforce it as revised; a worker who defeats a void covenant recovers attorney fees and costs |
| In effect since | June 2017 (AB 276); hourly ban and fee-shifting October 1, 2021 (AB 47) |
In This Nevada Non Compete Law Guide:
Is a Non Compete Enforceable Under Nevada Non Compete Law?
Nevada enforces a non compete only if it is supported by valuable consideration, no broader than needed to protect the employer, imposes no undue hardship and is proportionate to that consideration; it is void for any employee paid solely by the hour (excluding tips), it may not bar serving a former customer who leaves voluntarily,
and after a layoff or restructuring it is enforceable only while the employer keeps paying salary or severance.
The statute is Nev. Rev. Stat. 613.195. The carve-outs matter: hourly-only workers; former customers who leave on their own; workers terminated in a reduction in force unless paid through the restriction; the same rules apply to independent contractors (2021).
Nevada Non Compete Law at a Glance
Rules verified against the statute on 2026-10-08; confirm the current rule with Nevada Office of the Labor Commissioner or an attorney before you rely on it. The statute row is where to check it yourself.
| Status | Restricted by statute |
| What the rule says | Nevada enforces a non compete only if it is supported by valuable consideration, no broader than needed to protect the employer, imposes no undue hardship and is proportionate to that consideration; it is void for any employee paid solely by the hour (excluding tips), it may not bar serving a former customer who leaves voluntarily, and after a layoff or restructuring it is enforceable only while the employer keeps paying salary or severance. |
| Income threshold | Employees paid solely on an hourly wage basis (tips excluded) cannot be bound (613.195(3), AB 47 of 2021) |
| Statute | Nev. Rev. Stat. 613.195 |
| Carve-outs | Hourly-only workers; former customers who leave on their own; workers terminated in a reduction in force unless paid through the restriction; the same rules apply to independent contractors (2021) |
| What a court does with an overbroad term | reform — a court must revise an overbroad covenant to reasonable limits and enforce it as revised; a worker who defeats a void covenant recovers attorney fees and costs |
| In effect since | June 2017 (AB 276); hourly ban and fee-shifting October 1, 2021 (AB 47) |
The Reasonableness Test Under Nevada Non Compete Law
Under NRS 613.195, a Nevada court generally asks whether the restriction is no broader than needed to protect the employer’s business and goodwill, and whether it puts an undue hardship on the worker. The court looks at how long it lasts, how large an area it covers, and what kind of work it restricts.
The restrictions also have to fit the consideration the worker received and the type of work the worker did.
Nevada courts have generally upheld limits of about 1 to 2 years that cover the city or county where the worker actually served customers. Limits of 5 years, or limits covering areas where the employer had no real business, have been found unreasonable. Since 2017, courts are required to cut an overbroad agreement back to reasonable terms instead of throwing it out entirely.
With an overbroad term the court will reform — a court must revise an overbroad covenant to reasonable limits and enforce it as revised; a worker who defeats a void covenant recovers attorney fees and costs.
Nevada Non Compete Law If You Were Fired or Laid Off
Under NRS 613.195, if the job ended because of a reduction in force, reorganization or similar restructuring, the employer can generally enforce the non compete only while it keeps paying the worker’s salary, benefits or equivalent compensation, including severance. A worker who quits or is fired for cause does not get this protection, so confirm with a Nevada attorney which category applies to you.
Under Nevada non compete law, hourly-only workers; former customers who leave on their own; workers terminated in a reduction in force unless paid through the restriction; the same rules apply to independent contractors (2021).
What the Employer Must Give Under Nevada Non Compete Law
NRS 613.195 requires a non compete to be supported by valuable consideration. The Nevada Supreme Court has held that continued at-will employment can count as enough consideration, even when the agreement is signed after the job has already started.
Non Solicit and Non Disclosure Agreements Under Nevada Non Compete Law
A non disclosure agreement protecting confidential information or trade secrets (NRS Chapter 600A) does not stop you from working for a competitor, and courts generally enforce it more readily than a non compete.
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A customer non solicit is usually narrower, but under NRS 613.195 a Nevada employer generally cannot stop a former worker from serving a customer who left on their own and sought the worker out without being solicited, as long as the worker otherwise follows the agreement.
If You Already Signed One: Nevada Non Compete Law in Practice
Read the agreement for its exact length, area, covered work and any customer restrictions, and check whether a layoff or restructuring changes how it applies to you. Before accepting a new offer, you can ask your former employer for a written release, or ask the new employer to review the agreement.
A Nevada employment attorney or the State Bar referral service can review it, which is especially worth doing if you were paid only an hourly wage.
An employer with a valid agreement can ask a Nevada court for an injunction stopping the competing work, and it can seek money damages for losses it can prove. Under NRS 613.195, if an employer tries to enforce a non compete against an hourly-only worker or to block service to customers who came on their own, the court must award the worker reasonable attorney’s fees and costs.
The Federal Rule and Nevada Non Compete Law
The Federal Trade Commission adopted a nationwide non compete ban in 2024, but a federal court blocked it before it took effect and the FTC later withdrew its defense; as of October 2026 there is no federal ban in force, so Nevada non compete law controls.
Other Nevada Non Compete Law Rules to Know
Since AB 47 took effect on October 1, 2021, a Nevada court that finds a non compete overbroad must revise it to reasonable terms and then enforce the revised version. A worker who wins a lawsuit over a covenant that violates the hourly-worker or customer-service provisions is awarded attorney’s fees and costs.
Think your employer owes you money or broke the law?
A non compete is a contract question, and the answer turns on your own agreement’s words. Your state bar runs a lawyer-referral service that connects you with an employment attorney for a short, low-cost first consultation — find it through the American Bar Association referral directory. Free legal aid may also help if your income qualifies.
Nevada — the bottom line
- Nevada non compete law is a statute with its own limits — the first thing to check is which side of the line your agreement falls on.
- Under Nevada non compete law, an overbroad term is reform — a court must revise an overbroad covenant to reasonable limits and enforce it as revised; a worker who defeats a void covenant recovers attorney fees and costs — the words of your own agreement decide more than the headline rule.
- Nevada non compete law does not stop you from taking a new job in a different field or outside the restricted area — read the scope before you turn an offer down.
Frequently Asked Questions
Are non competes enforceable in Nevada?
Sometimes.
Nevada enforces a non compete only if it is supported by valuable consideration, no broader than needed to protect the employer, imposes no undue hardship and is proportionate to that consideration; it is void for any employee paid solely by the hour (excluding tips), it may not bar serving a former customer who leaves voluntarily,
and after a layoff or restructuring it is enforceable only while the employer keeps paying salary or severance.
Is there an income threshold under Nevada non compete law?
Employees paid solely on an hourly wage basis (tips excluded) cannot be bound (613.195(3), AB 47 of 2021)
What does a Nevada court do with an overbroad non compete?
Reform — a court must revise an overbroad covenant to reasonable limits and enforce it as revised; a worker who defeats a void covenant recovers attorney fees and costs.
Can my employer enforce a non compete in Nevada after firing me?
Under NRS 613.195, if the job ended because of a reduction in force, reorganization or similar restructuring, the employer can generally enforce the non compete only while it keeps paying the worker’s salary, benefits or equivalent compensation, including severance.
I signed a non compete in Nevada and have a new offer — what should I do?
Read the agreement for its exact length, area, covered work and any customer restrictions, and check whether a layoff or restructuring changes how it applies to you. Before accepting a new offer, you can ask your former employer for a written release, or ask the new employer to review the agreement.
Official Nevada Sources & Resources
- Nevada Office of the Labor Commissioner: https://labor.nv.gov/
- Nevada non compete statute (Nev. Rev. Stat. 613.195): https://www.leg.state.nv.us/nrs/nrs-613.html#NRS613Sec195
- Verified source: https://law.justia.com/codes/nevada/chapter-613/statute-613-195
- Verified source: https://www.leg.state.nv.us/App/NELIS/REL/81st2021/Bill/7300/Text
- U.S. Department of Labor, Wage and Hour Division — state payday requirements: dol.gov
- Federal Trade Commission — the non compete rule (status): ftc.gov
- Nevada bar lawyer referral: https://nvbar.org/for-the-public/find-a-lawyer/
This Nevada non compete law guide was last verified against official Nevada sources in October 2026. Rules change — confirm the current figure with the state agency or a licensed attorney.
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- Nevada At Will Employment Law: The Exceptions
- Nevada Labor Laws: Every Rule in One Place
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Disclaimer: This guide is general information, not legal or financial advice. My Unemployment Rights is an independent educational resource, not a government agency and not a law firm. Final-paycheck deadlines, penalties and non compete rules change — every figure here carries the date we verified it. Confirm the current rule with your state labor department or a licensed attorney before you act.