North Carolina employment law overview

North Carolina has laws that provide greater protections to employees than federal law, including health care continuation coverage obligations for smaller employers and E-Verify and parental school involvement leave requirements, but generally follows federal law with respect to topics such as the minimum wage and occupational safety. 

Select North Carolina employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply. 

Equal Employment Opportunity (EEO) and worker protections 

North Carolina employers may be required to comply with requirements related to EEO and worker protections.   

Fair employment practices 

Under the Equal Employment Practices Act and the North Carolina Persons With Disabilities Protection Act, employers with 15 or more employees are prohibited from discriminating against and harassing individuals based on protected characteristics, such as: 

• Race; 
• Color; 
• National origin; 
• Religion; 
• Age; 
• Sex (including pregnancy); and 
• Handicap or disability. 

Other laws prohibiting discrimination on other factors may apply. 

In addition, the Retaliatory Employment Discrimination Act (REDA) prohibits an employer from taking any punitive or adverse action against any employee for filing (or threatening to file) a complaint, initiating an investigation or proceeding, testifying or providing information to any person in connection with various state statutes. 

Equal pay 

North Carolina does not have a standalone equal pay law applicable to private employers. However, the Equal Employment Practices Act makes it public policy to safeguard against discrimination, including pay discrimination, on the basis of various protected characteristics. 

Pay transparency  

North Carolina does not have a pay transparency law applicable to private employers. 

Salary history inquiry restrictions 

North Carolina does not restrict an employer from inquiring into or relying upon an applicant’s salary history. 

Employee wage disclosure rights 

North Carolina does not have a wage disclosure law applicable to private employers. 

Pregnancy accommodation 

North Carolina does not have requirements for private employers related to pregnancy accommodation. 

Breastfeeding breaks 

North Carolina does not have requirements for private employers related to breastfeeding breaks. 

Access to personnel files 

North Carolina law does not require private employers to provide employees with access to their personnel files. 

Whistleblower protections 

North Carolina does not have a whistleblower law applicable to private employers. 

Scheduling 

North Carolina does not have a scheduling law applicable to private employers. 

Recruiting and hiring 

North Carolina employers may be required to comply with requirements related to recruiting and hiring.   

Credit checks 

North Carolina does not have requirements for private employers related to credit checks. 

Ban the Box and Fair Chance 

North Carolina does not have a state ban-the-box or fair chance law applicable to private employers. 

E-Verify 

North Carolina law requires that employers with 25 or more employees use E-Verify to confirm the work authorization of new hires. Employers are not required to use E-Verify for individuals whose term of employment is fewer than nine months in a calendar year. 

Wage and hour 

North Carolina employers may be required to comply with certain wage and hour requirements.   

Minimum wage 

North Carolina’s minimum wage is $7.25 per hour, the same as the federal minimum wage. 

Overtime 

North Carolina law generally requires an employer to pay covered employees overtime at a rate of one and one-half times the regular rate for all hours worked in excess of 40 hours in a workweek. 

Meal and rest breaks 

Employers must provide rest periods of at least 30 minutes to youths under 16 years of age who work for five or more consecutive hours. 

Child labor 

Child labor laws in North Carolina restrict the occupations in which minors may be employed and the number of hours and times during which they may work. 

All minors are prohibited from working in occupations declared to be hazardous by the US Department of Labor and the Commissioner of the North Carolina Department of Labor, as well as those enumerated in North Carolina law, including, but not limited to: 

• Work involving the risk of falling a distance of 10 feet or more; 
• Work in confined spaces; 
• Welding, brazing and torch cutting; 
• Work involving exposure to lead, benzene, quartz, silicon dioxide or asbestos silicate; 
• Work as an electrician or electrician’s helper; and 
• Preparing, serving, dispensing or selling alcoholic beverages. 

Minors 13 years old or younger are prohibited from working for an employer, except that minors who are 12 or 13 years old may distribute newspapers outside of school hours for no more than three hours a day. 

During the regular school term, no minor under 18 years of age who is enrolled in grade 12 or lower may work between the hours of 11:00 p.m. and 5:00 a.m. before a school day. However, this prohibition may be waived under certain circumstances. 

Minors who are 14 and 15 years of age may not work: 

• During school hours; 
• Before 7:00 a.m. or after 7:00 p.m. (9:00 p.m. when school is not in session); 
• More than three hours per day on school days, or eight hours on nonschool days; and 
• More than 18 hours a week during school weeks, or 40 hours during nonschool weeks. 

Minors under 16 years of age generally must receive at least a 30-minute rest break after working five consecutive hours. 

North Carolina requires minors to have a youth employment certificate to work. 

Certain occupations are exempt from the youth employment restrictions. 

Pay and benefits 

North Carolina employers may be required to follow certain requirements with respect to employee pay and benefits.   

Wage payment methods 

North Carolina law does not require employers to pay employees in any specific form. Employers may select any legal form of payment, so long as payment is made in full on the designated payday, subject to authorized deductions and legal withholdings.  

An employer must comply with the distinct requirements of each method it chooses to use. 

Pay frequency and lag time 

The Wage and Hour Act requires an employer to pay employees on regular paydays. Pay periods may be daily, weekly, biweekly, semimonthly or monthly. Wages based on bonuses, commissions or other forms of calculation may be paid as infrequently as annually if scheduled in advance. 

Pay deductions 

North Carolina law prohibits an employer from making deductions from employees’ wages except in strictly limited circumstances, including: 

• As required by state or federal law (e.g., child support and tax levies); 
• For the convenience of the employee (e.g., contributions to savings plans, union or club dues, and charitable contributions); and 
• For cash or inventory shortages or loss or damage to the employer’s property. 

Even where deductions are permissible, North Carolina law requires the employer to comply with numerous requirements that vary depending on the type of deduction, such as getting the employee’s written authorization or providing advance written notice to the employee of the amount to be withheld. 

Pay statements 

North Carolina employers are required to provide employees with an itemized written statement of deductions made from their wages for each pay period in which deductions are made. 

Wage theft 

North Carolina does not have a wage theft law applicable to private employers. 

Health care continuation 

North Carolina’s health care continuation coverage law applies to fully insured plans, regardless of the size of the employer. Under the law, an employer must offer continuation of heath care coverage for up to 18 months to an employee and his or her covered dependents who lose coverage due to termination of employment or loss of eligibility under the plan. 

Continuation coverage does not have to include dental, vision, prescription drug or any other benefits provided under the group policy other than hospital, surgical or major medical benefits. 

Temporary disability insurance 

North Carolina does not have requirements for private employers related to temporary disability insurance. 

Time off and leaves of absence 

North Carolina employers may be required to follow certain requirements with respect to time off and leaves of absence.   

Family and medical leave 

North Carolina does not have a state family and medical leave law applicable to private employers. 

Paid sick leave 

North Carolina does not have a state paid sick leave law applicable to private employers. 

Other time off requirements 

North Carolina has laws related to time off and leaves of absence, including but not limited to: 

• Parental school involvement leave; 
• Emergency responder leave; 
• Jury duty leave; 
• Domestic violence leave; 
• Precinct official leave;
• Military leave; and 
• Civil Air Patrol leave. 

Health and safety 

North Carolina employers may be required to follow certain requirements with respect to employee health and safety.   

Occupational safety and health 

Most North Carolina employers must comply with the Occupational Safety and Health Act of North Carolina, which generally adopts all federal rules and creates a limited number of state-specific standards. North Carolina law has some requirements that have no federal equivalent, such as those for safety committees and for safety and health programs. 

Drug and alcohol testing 

Under North Carolina law, employers that require job applicants to submit to a controlled substance examination must comply with certain procedural requirements, such using an approved laboratory to conduct testing, confirming a positive test result and allowing applicants to seek a retest. 

Smoke-free workplace 

North Carolina bans smoking in certain private workplaces, including restaurants, bars and long-term care facilities. 

Weapons in the workplace 

Firearms (even with a valid concealed carry permit) may be prohibited on any private premises where notice is conspicuously posted or given by statement of the person in control of the property. 

Safe driving practices 

North Carolina prohibits texting while driving. 

Organizational exit 

North Carolina employers may be required to follow certain requirements when employees exit the organization.   

Final pay 

Upon termination (voluntary or involuntary), North Carolina law provides that wages are due on or before the next regular payday, either in the usual manner of payment or by mail if requested by the employee. Wages based on bonuses, commissions or other forms of calculation must be paid on the first regular payday after the amount becomes calculable. 

Earned vacation pay, commissions and bonuses may not be forfeited unless the employer has a written forfeiture clause in its vacation, commission, bonus or termination policy. 

Mass layoffs 

North Carolina does not have its own version of the federal WARN Act. 

AI in employment 

North Carolina does not have a law related to AI in employment applicable to private employers.