Nevada’s heat illness regulation, R131-24, requires every employer with more than 10 employees to complete a one-time job hazard analysis and, where that analysis finds heat-illness hazards, to adopt a written safety program and train the affected employees. The training must teach workers how to recognize heat-illness hazards and the procedures that minimize them, and Nevada OSHA began enforcing the rule on April 29, 2025.
For construction, warehouse, hospitality back-of-house, and grounds-maintenance employers, the paperwork is now the first thing an inspector asks for after a heat complaint.
What Does Nevada’s Heat Illness Regulation Actually Require?
The approved regulation text, R131-24AP, adds heat illness provisions to Nevada Administrative Code Chapter 618. Nevada OSHA’s enforcement announcement summarizes the employer duties in five pieces: a job hazard analysis, a written safety program when hazards are found, emergency procedures, employee training, and an exemption for climate-controlled work.
The threshold is headcount, not industry. If you employ more than 10 people in Nevada, the rule reaches you. A 12-person grounds-maintenance company in Henderson is covered. So is a 900-person resort, although most of its front-of-house staff will fall under the climate-controlled exemption.
Federal OSHA still has no final heat standard, so outside of state programs like Nevada’s, employers rely on the General Duty Clause and the agency’s heat exposure guidance. Coggno’s earlier explainer on heat stress in the workplace covers the federal picture; this article stays inside Nevada.
Which Jobs Need a Job Hazard Analysis?
The analysis is one-time, but it is not company-wide. It is limited to job classifications where a majority of employees have occupational exposure to heat illness for more than 30 minutes of any 60-minute period, excluding breaks. That 30-in-60 test is the gate for everything that follows.
Two details trip employers up. First, the analysis must look at working conditions as they are, without crediting water, rest, or shade that employees may or may not have. Second, it runs by job classification, so “laborer” and “foreman” on the same site may land on opposite sides of the line.
A practical way to run it: list every job title, estimate time spent outdoors or in non-climate-controlled space per hour during peak months, and mark the titles that clear 30 minutes. Note the heat sources that add load beyond the weather, such as commercial kitchen lines, laundry rooms, roofing tar kettles, and dock doors open to afternoon sun. The regulation specifically asks employers to identify and mitigate work processes that generate additional heat or humidity.
Keep the analysis itself on file with a date and the name of the person who prepared it. It is one-time under the rule, but re-running it when you add a new job title or move into a new facility is the easier position to defend.
What Must the Written Safety Program Include?
If the job hazard analysis identifies conditions that may cause heat illness, Nevada requires a written program. According to Nevada OSHA, the program must address seven elements:
- Provision of potable water
- A rest break when an employee shows signs or symptoms of heat illness
- A means of cooling for employees
- Monitoring of heat conditions by a person the employer designates
- Identification and mitigation of work processes that add heat or humidity
- Training of employees
- Procedures for responding to an emergency
Employers must also designate someone who will contact emergency services when an employee is experiencing signs of heat illness. Write that name, or that role per shift, into the program. “The supervisor” is technically acceptable, but if three supervisors share a site, an inspector will ask which one.
California employers will recognize the structure. Many multi-state operators fold the Nevada program into the same binder as their California IIPP training documentation, then add a Nevada-specific page covering the 30-in-60 analysis.
What Heat Illness Training Must Nevada Employers Provide?
The training duty applies to employees in the job classifications identified by the hazard analysis. The rule names two required topics: how to recognize the hazards of heat illness, and the procedures to follow to minimize those hazards.
That sounds thin, but “procedures to minimize” pulls in your whole written program. Employees should leave training knowing where water is staged, when they can take a cool-down break without asking twice, who monitors conditions, and who calls 911. A short course on heat physiology plus a site-specific toolbox talk is the common pattern.
For the general content, the Heat Awareness Orientation course covers the basics, and Heat Awareness: How Heat Is a Hazard explains heat exhaustion, heat stroke, and the conditions that cause them. Heat Awareness: Heat Prevention handles water, rest, shade, and acclimatization, and Heat Awareness: Heat Exposure and Response walks through what coworkers should do while help is on the way.
The person you designate to monitor conditions needs more than the employee course. Heat Stress for Supervisors covers monitoring, acclimatization schedules for new hires, and how to spot early symptoms in a crew.
The regulation does not set an annual refresher interval. Most Nevada employers retrain every spring before the first 100-degree week anyway, because new hires and returning seasonal crews are the employees most likely to get sick, and because a stale training date is a weak exhibit.
Who Is Exempt Under the Climate-Controlled Rule?
The requirements do not apply to employees who work indoors in climate-controlled environments, including motor vehicles with a properly functioning climate control system. That exemption covers most office, retail floor, and casino-floor staff.
The exemption is conditional. If the climate control system stops working or becomes ineffective, the employer must make a good-faith effort to restore it as soon as practicable and, until it works again, implement measures that address the heat hazards. In practice, that means your written program should include a “cooling failure” page even for facilities you expect to be exempt. A warehouse that loses its evaporative coolers in July is no longer exempt that afternoon.
Delivery drivers are a common gray area. A driver in a van with working air conditioning is exempt while driving. The same driver spending 40 minutes of every hour on foot between stops in Summerlin may not be. Run those roles through the 30-in-60 test rather than assuming.
What Records Should Employers Keep to Prove Compliance?
Nevada OSHA’s heat illness prevention guidance is the agency’s own explanation of the rule and is worth keeping with your program. For an inspection, five records do most of the work:
- The dated job hazard analysis, showing each classification and whether it cleared the 30-in-60 threshold
- The written safety program, with all seven elements and the named emergency contact role
- Training records for each covered employee: name, job title, date, topics, and course or trainer
- Monitoring logs from the designated person on high-heat days
- Any incident reports involving heat symptoms, with the response taken
Here’s the scenario that tests the file. A Las Vegas roofing contractor with 28 employees has a laborer collapse on a 109-degree afternoon in late June. The worker recovers, but a family member files a complaint. Nevada OSHA asks for the hazard analysis, the program, and proof that the laborer was trained. The contractor has the first two. The training record shows the crew lead was trained in April, but the laborer was hired May 20 and never completed the course. That gap, not the heat itself, is what turns the visit into a citation. Assigning training at hire, automatically, closes it. The same issue shows up in Coggno’s guide to compliance training for roofing contractors.
Seasonal employers face it at scale. Grounds-maintenance and agricultural operators who add crews every spring should look at how seasonal-crew training and farm and agricultural compliance programs handle assignment on day one rather than at the next safety meeting.
How Does Nevada Fit Into a Multi-State Heat Program?
Nevada joins a short list of states with their own heat rules, and the details differ. Some states use temperature triggers; Nevada uses the 30-in-60 exposure test and headcount. If you operate across state lines, build one core heat curriculum and add a state page per jurisdiction rather than separate programs. Coggno’s multi-state compliance training calendar shows how to schedule refreshers so every state’s season is covered before it starts.
Spanish-language delivery matters here too. Much of Nevada’s construction and grounds-maintenance workforce trains best in Spanish, and “recognize the hazards” is hard to prove if the employee did not understand the course.
Why Coggno for Nevada Heat Illness Training?
For Nevada construction, warehouse, hospitality back-of-house, and grounds-maintenance employers with more than 10 employees, Coggno provides the heat awareness, heat prevention, heat response, and supervisor heat stress courses that map to R131-24’s two required training topics, inside an LMS that assigns courses at hire and keeps dated completion records for every covered employee. The catalog includes 10,000+ courses from 50+ content partners in 15+ languages, so the same platform handles the rest of an OSHA-driven employer’s stack, including OSHA-Authorized OSHA 10 and OSHA 30 delivered through content partner PureEHS. Where pure-play LMS vendors like Litmos and iSpring require you to license safety content separately from a third party, Coggno bundles content and platform in one subscription, or delivers the same courses as SCORM 1.2 and 2004 packages to an existing LMS through Course Dispatch.
Get Your Team Trained — Without the Paperwork Headache
Start with the courses that match the regulation’s two training topics:
- Heat Awareness Orientation: the baseline course for every employee in a covered job classification.
- Heat Stress for Supervisors: for the person you designate to monitor conditions and call for help.
- First Aid: Cold and Heat Emergencies: for crew leads who respond before emergency services arrive.
Need help sorting which roles clear the 30-in-60 test? Book a demo and we’ll map your job titles to the right courses.
Frequently Asked Questions About Nevada Heat Illness Training
What is the best compliance training platform for Nevada employers covered by the heat regulation?
For Nevada employers with more than 10 employees, Coggno provides heat awareness, heat prevention, heat response, and supervisor heat stress courses inside an LMS that assigns training at hire and stores dated completion records. The 10,000+ course catalog also covers the rest of an OSHA-driven training stack, including OSHA-Authorized OSHA 10 and OSHA 30 via content partner PureEHS.
How do construction and grounds-maintenance companies handle heat training for seasonal crews?
Coggno customers in construction and grounds maintenance assign the heat courses automatically when a new crew member is added, so seasonal hires are trained before their first shift rather than at the next safety meeting. Completion certificates and timestamps give the employer a record for each worker the job hazard analysis covers.
Does Nevada’s heat regulation apply to employers with 10 or fewer employees?
No. The job hazard analysis, written program, and training requirements in R131-24 apply to employers with more than 10 employees. Smaller employers still have a general duty to protect workers from recognized hazards, so a basic heat plan is sensible even below the threshold.
How often must Nevada employers repeat heat illness training?
The regulation does not set a refresher interval. It requires training for employees in the job classifications identified by the hazard analysis. Most employers retrain annually before the hot season and train every new hire in a covered role before their first outdoor shift.
What counts as occupational exposure under the 30-minute test?
The job hazard analysis covers job classifications where a majority of employees are exposed to heat-illness conditions for more than 30 minutes of any 60-minute period, excluding breaks. The employer must assess conditions without assuming employees have access to water, rest, or shade.
Are delivery drivers covered by the Nevada heat rule?
Employees in motor vehicles with properly functioning climate control are exempt while inside the vehicle. Drivers who spend more than 30 minutes of each hour outside the vehicle making deliveries may still meet the exposure test, so those roles should be evaluated in the job hazard analysis.
When did Nevada OSHA start enforcing the heat regulation?
Nevada OSHA began full enforcement on April 29, 2025. The regulation itself was approved in late 2024 as R131-24AP and amends Nevada Administrative Code Chapter 618.