North Carolina Hiring laws & compensation compliance analysis

North Carolina Hiring: What you need to know

Under the North Carolina Equal Employment Practices Act, it is the public policy of the state to protect and safeguard the right of all persons to seek, obtain, and hold employment without discrimination based on race, religion, color, national origin, age, sex, or disability (NC Gen. Stat. Sec. 143-422.2). Separate laws prohibit employment discrimination based on genetic information, physical or mental impairment, sickle-cell or hemoglobin C trait, and off-duty smoking. Detailed information is available.
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Domestic violence. Employers are prohibited from discriminating against victims of domestic violence (NC Gen. Stat. Sec. 95-270).
At the time of hiring, each new employee must be notified of his or her rate of pay and about the employer's vacation, sick leave, and other similar policies. Notice may be given orally or in writing (NC Gen. Stat. Sec. 95-25.12 et seq.). Written notice must be provided regarding an employer's practices and policies with regard to promised wages.
Under state law, employers with 25 or more employees are required to use the federal E-Verify program to verify the work authorization of every new employee (NC Gen. Stat. Sec. 64-25).
In response to federal legislation aimed at making it more difficult for individuals to evade child support obligations, all states must collect information regarding the hire or rehire of employees. This information is used to locate noncustodial parents and enforce their obligations. North Carolina's new hire reporting statute requires all employers to report the name, address, Social Security number (SSN), and date of hire of each new employee to the state ...

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