Nebraska Employment Laws

Prohibits employment discrimination based on race, color, religion, sex (including pregnancy), national origin, disability, marital status, and retaliation. Applies to employers with 15 or more employees. Administered by the Nebraska Equal Opportunity Commission (NEOC). Employees may also file with the federal EEOC under Title VII.

Minimum wage: $13.50/hr (Jan 1, 2025), increasing to $15.00/hr (Jan 1, 2026). After 2026, annual cost-of-living adjustments based on CPI. Tipped employees: employers may pay a lower cash wage if tips bring total compensation to at least the minimum wage. Passed by voters in 2022 (Initiative 433) with scheduled annual increases.

Effective October 1, 2025: employees accrue 1 hour of paid sick time per 30 hours worked (after 80 hours of employment). Employers with 20+ employees: up to 56 hours/year. Employers with 11-19 employees: up to 40 hours/year. Employers with fewer than 11 employees: exempt. Anti-retaliation protections included. Approved by nearly 75% of voters in November 2024.

Nebraska is a right-to-work state by constitutional amendment (adopted 1946). No person may be denied employment because of membership or non-membership in a labor union. Any agreement requiring union membership or dues payment as a condition of employment is void.

Nebraska courts enforce non-compete agreements if they meet a 3-factor test: (1) the restriction is necessary to protect the employer's legitimate business interests, (2) the limitation is not unreasonably restrictive of the employee's rights, and (3) the terms are not unduly harsh or oppressive. Courts generally will not blue-pencil (modify) overly broad covenants — they must be reasonable as written.

The NFEPA prohibits retaliation against employees who oppose unlawful practices, participate in investigations, or discuss wages/benefits/compensation. Employees may file complaints with the NEOC or pursue private lawsuits. Wage discussion protections explicitly included.