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Capital City
Raleigh
Timezone
EST
(
GMT-5
)
Paid Leave
None
Income Tax
11.25%
Employer Tax
12.4%
Capital City
Raleigh
Timezone
EST
(
GMT-5
)
Paid Leave
None
Income Tax
11.25%
Employer Tax
12.4%
North Carolina's Research Triangle (Raleigh, Durham, and Chapel Hill) is a rapidly growing tech and innovation center, attracting companies like IBM, Google, and Apple.
The state offers diverse recreational opportunities, from hiking in the Appalachian Mountains to enjoying beaches along the Outer Banks, making it a paradise for nature lovers.
In North Carolina, workers’ rights are protected by numerous employment and labor laws, at both the state and federal level. As a result, employees enjoy protection from discrimination based on age, religion, sexual orientation, gender, and race.Here are the key things you need to know about hiring in North Carolina.
You will need to obtain an Employer Identification Number (EIN) from the Internal Revenue Service (IRS). This number is used for tax reporting purposes and is required for filing taxes, paying employees, and reporting wages.
There are no specific restrictions on standard working hours, so employers can set their own schedules. However, overtime rules require that non-exempt employees be paid 1.5 times their regular hourly rate for any hours worked beyond 40 in a single workweek.
Employers determine full-time status based on their policies, which should be documented if they affect benefits or wages
A probation period is not regulated by state law and is left to the discretion of employers. Employers can set a probationary period to evaluate new hires' performance, typically ranging from 30 to 90 days.
The minimum wage is $7.25 per hour in North Carolina, aligning with the federal rate.
North Carolina’s Anti-Discrimination Laws protect employees from discrimination based on race, color, national origin, sex, age (40+), disability, religion, marital status, familial status, genetic information, sexual orientation, and military status. Discriminatory practices in hiring, firing, promotions, job assignments, and compensation are prohibited. Employers must also provide reasonable accommodations for employees with disabilities unless it causes undue hardship.
Common payroll cycles include weekly, bi-weekly, semi-monthly, and monthly.
Employment taxes and statutory fees affect both your payroll and your employees’ paychecks in North Carolina. Understanding the tax obligations for both employers and employees is crucial when operating in North Carolina's business landscape. This section explains how taxes and statutory fees affect payroll and individual earnings in North Carolina. Note that employees may be liable for additional local taxes in certain cities and jurisdictions.
In North Carolina, the deadline for filing individual state income tax returns aligns with the federal deadline, typically on April 15. If April 15 falls on a weekend or federal holiday, the deadline is extended to the next business day
Not mandated for employers to provide employees with pension plans.
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Vacation leave is not mandatory.
North Carolina does not mandate paid time off, but many employers offer PTO policies combining sick leave, vacation, and personal leave days.
In North Carolina, there is no state-mandated maternity or paternity leave. Employees rely on the federal Family and Medical Leave Act (FMLA), which provides unpaid, job-protected leave for eligible employees to care for a newborn, adopted child, or newly placed foster child. If FMLA doesn’t apply, any additional leave would depend on the employer’s policies. Some companies may offer paid maternity and/or paternity leave voluntarily as a benefit.
Some localities, like Charlotte, have begun discussing or implementing paid sick leave policies, but there is no statewide mandate for private-sector employers.
Under the federal Uniformed Services Employment and Reemployment Rights Act, employees who serve in the military reserves or National Guard are entitled to unpaid leave for military duty or training. This law guarantees job protection and reemployment rights upon the employee's return.
Employers are required to allow employees time off for jury duty, although it is not mandated to be paid. Employers cannot penalize employees for taking time off to fulfil this civic duty, ensuring job protection during their jury service.
North Carolina’s Workers' Compensation system provides wage replacement and medical care for employees who are injured on the job. The state offers a maximum weekly benefit based on the employee's average weekly wage.
Employers are not required by state law to provide health insurance, but businesses with 50 or more full-time equivalent employees must comply with the federal Affordable Care Act (ACA), offering health insurance that meets minimum essential coverage standards. Smaller employers are not mandated to provide coverage
Part-time employees are not automatically entitled to benefits unless specified by the employer's policy or benefit plan.
There is no legal obligation for employers to offer retirement plans such as 401(k)s.
When it comes to terminating employment in North Carolina, understanding the legal obligations regarding severance pay and contributions is essential. Below is a detailed overview of the key considerations for both employers and employees.
Employment is "at-will," meaning employers can terminate employees without cause or notice unless restricted by law.
No notice period required.
Severance pay is not mandated but must follow any agreed policies or contracts if offered.
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