NEST Is Here, Nevada — And If You Don’t Offer a Retirement Plan, You’ve Got Homework

If you’re a Nevada business and you haven’t heard of NEST yet, it’s time to catch up—fast. The Nevada Employee Savings Trust (aka NEST) is officially rolling out, and if you have 6 or more employees, have been in business at least 3 years, and don’t already offer a retirement plan, then guess what?

You’re required by law to enroll by September 2025.

This isn’t one of those “it’d be nice if” things. This is a compliance requirement, and it applies to more businesses than you might expect.

So… What Exactly Is NEST?

NEST is a state-run retirement savings program that’s built around Roth IRAs. If your business doesn’t offer a retirement plan (like a 401(k), SEP IRA, or SIMPLE IRA), the state of Nevada now expects/requires you to enroll your team in NEST and start facilitating payroll deductions.

Don’t panic—it’s not as heavy as it sounds. NEST was designed to be easy to use, zero cost to the employer, and completely portable for employees. It’s a Roth IRA account that belongs to them, grows with them, and moves with them, even if they change jobs.

If an employee does nothing, they’ll be automatically enrolled with a 5% payroll deduction. That amount increases by 1% each year until it reaches 10%, unless the employee changes it. After 30 days, the account shifts from a short-term preservation fund to a long-term target-date retirement investment. Employees can opt out at any time, and if they want to change contribution amounts or investment options, it’s all up to them.

As the employer, you’re not investing anything or managing their money—you’re simply facilitating payroll deductions and making sure your team gets the info they need.

The Deadline Is Real: September 2025

Employers who are eligible should’ve already received a letter or email from NEST with their access code. If you didn’t—or let’s be real, if it’s buried under a pile of unread mail—you can visit nest.nv.gov and request a new code. You’ll need it to register, set up payroll, and make sure your business is good to go.

And heads up: just because you already offer a retirement plan doesn’t mean you can ignore this. You still need to go to the NEST site and certify your exemption. If you don’t, the state will assume you’re noncompliant and you could be flagged for penalties. Don’t let that happen just because you skipped a quick step.

What Employees Need to Know

If you’re an employee, this is for you too.

NEST gives you access to a Roth IRA directly through payroll—even if your employer doesn’t offer a traditional 401(k). It’s your account, your money, your retirement. You can opt out. You can change your contribution rate. You can even take the account with you when you leave. You’re in full control.

But if you don’t do anything after your employer enrolls you, you’ll be automatically opted in with 5% of your paycheck going into a NEST Roth IRA. That means you’re saving for retirement without having to lift a finger—which, let’s be honest, is kind of the dream.

Why This Matters (and Why It’s Actually a Good Thing)

Nevada created NEST because over 500,000 private-sector workers don’t have access to retirement savings. And the businesses who can least afford to offer traditional benefits are often the ones who want to support their teams the most.

This program helps fix that. And it gives small businesses the chance to stay competitive when it comes to benefits—without adding a single dollar in administrative costs.

Let’s be real: if you’re a small business trying to recruit or retain talent, having some sort of retirement benefit is no longer optional. NEST fills the gap and keeps you compliant while doing it.

Don’t Wait — Let’s Get It Done

If you’re not sure whether you qualify, need help understanding the enrollment process, or just want to make sure you’re not missing a step, NevadaHR has your back.

We’re already helping our clients get ahead of the September 2025 deadline, and we can help you too—whether it’s confirming your exemption, walking you through registration, or building a bigger long-term benefits strategy that actually makes sense for your business.

At the end of the day, your people deserve security, and you deserve compliance that doesn’t feel like chaos. Let’s do both.

Transforming lives with the power of HR—it’s not just our motto. It’s what we do.