Employment Preemption in Nashville, TN (2026)
3 verified employment preemption rules for Nashville, Tennessee, sourced directly from the municipal code and official government pages.
Verified from official government sources
Minimum Wage Preemption
Nashville cannot set its own minimum wage. Tenn. Code Ann. § 7-51-1802 preempts local wage ordinances. Tennessee has no state minimum wage statute, so the federal FLSA rate of $7.25/hour applies. Tipped wage: $2.13/hour cash + tips equaling $7.25.
Nashville Minimum Wage: Tennessee Preemption + Federal $7.25
Heavy RestrictionsPaid Leave Preemption
Nashville cannot require paid sick leave or paid family leave from private employers. Tenn. Code Ann. § 7-51-1802 (wage preemption) and § 50-1-304 (employment standards preemption) bar local mandates. Tennessee has no state paid sick or family leave program. Federal FMLA (12 weeks unpaid) is the only floor.
Nashville Paid Sick Leave: Preempted by TN Code § 50-1-304
Heavy RestrictionsWorker Scheduling Preemption
Nashville cannot require predictable scheduling, advance shift notice, or predictability pay. Tennessee preempts local employment regulation, leaving retail, food service, and hotel workers without statutory shift protections.
No Predictable Scheduling Mandate
Few RestrictionsLooking for Davidson County county-wide rules?
County ordinances apply to unincorporated areas and may supplement Nashville city rules.
Employment Preemption in Davidson County →