North Carolina Employment Law
North Carolina has limited state employment protections. The Equal Employment Practices Act does not create a standalone private right of action. REDA provides whistleblower protections.
At-Will
Yes
Right-to-Work
Yes
EEOC Deferral
180 days
Min. Wage
$7.25
North Carolina State Laws (8)
NC EEPA
N.C. Gen. Stat. §§ 143-422.1 to 143-422.3
The North Carolina Equal Employment Practices Act declares it the public policy of the state to protect employees from discrimination based on race, religion, color, national origin, age, sex, or handicap. However, the Act is notably limited — it does not provide a standalone private right of action. Employees must file with the EEOC or pursue claims under federal law. The North Carolina Retaliatory Employment Discrimination Act provides separate protection against retaliation for filing workers' compensation claims or OSHA complaints.
Protected Classes
Key Provisions
- ✓Declares a state policy against employment discrimination but does not provide an independent private cause of action
- ✓Employees must rely on federal statutes (Title VII, ADA, ADEA) for enforceable remedies
- ✓North Carolina is one of the weakest states for employment discrimination protections at the state level
Remedies
NC REDA
N.C. Gen. Stat. § 95-240 et seq.
The North Carolina Retaliatory Employment Discrimination Act (REDA) prohibits employers from retaliating against employees who file or participate in workers' compensation claims, OSHA complaints, Wage and Hour Act complaints, mine safety or health complaints, or National Guard or reserve duty. REDA covers all employers with one or more employees and provides a private cause of action — unlike the NCEEPA, REDA creates enforceable rights for employees. Complaints must be filed with the NC Department of Labor within 180 days.
Key Provisions
- ✓Primary enforcement mechanism for retaliation claims in North Carolina, providing the private right of action that the NCEEPA lacks
- ✓Prohibits retaliation for filing workers' compensation, OSHA, wage, or mine safety complaints
- ✓Covers all employers with 1 or more employees; must exhaust administrative remedy with the Department of Labor before filing suit
Remedies
NC Use of Genetic
N.C. Gen. Stat. § 95-28.1A
Prohibits employers from denying or refusing employment to any person, or from discharging any person, on account of genetic information or because that person has requested genetic testing or counseling services.
Protected Classes
Key Provisions
- ✓Prohibits employers from denying or refusing employment to any person, or from discharging any person, on account of genetic information or because that person has requested genetic testing or counseling services.
Remedies
NC Lawful Use of
N.C. Gen. Stat. § 95-28.2
Prohibits employers from discriminating against employees because of their lawful use of lawful products (e.g., tobacco) during nonworking hours off the employer's premises, with limited exceptions.
Key Provisions
- ✓Prohibits employers from discriminating against employees because of their lawful use of lawful products (e.g., tobacco) during nonworking hours off the employer's premises, with limited exceptions.
Remedies
NC Persons with Disabilities
N.C. Gen. Stat. §§ 168A-1 to 168A-12
Prohibits discrimination on the basis of disability in employment, housing, and public accommodations; covers private employers with 15+ employees and provides for reasonable accommodation.
Protected Classes
Key Provisions
- ✓Prohibits discrimination on the basis of disability in employment, housing, and public accommodations; covers private employers with 15+ employees and provides for reasonable accommodation.
Remedies
NC Discrimination Against Persons
N.C. Gen. Stat. § 95-28.1
Prohibits employers from refusing to hire, discharging, or otherwise discriminating against an employee solely because the person possesses sickle cell trait or hemoglobin C trait.
Protected Classes
Key Provisions
- ✓Prohibits employers from refusing to hire, discharging, or otherwise discriminating against an employee solely because the person possesses sickle cell trait or hemoglobin C trait.
Remedies
NC Retaliatory Employment Discrimination
N.C. Gen. Stat. § 95-241(a)(1)
REDA prohibits retaliation against employees who file or threaten to file a workers' compensation claim, in addition to its other protected activities.
Protected Classes
Key Provisions
- ✓REDA prohibits retaliation against employees who file or threaten to file a workers' compensation claim, in addition to its other protected activities.
Remedies
NC Wage and Hour
N.C. Gen. Stat. §§ 95-25.1 to 95-25.25
Establishes state minimum wage, overtime, and wage-payment requirements; entitles employees to all promised wages (including bonuses, commissions, and accrued vacation if employer policy provides) on the regular payday.
Protected Classes
Key Provisions
- ✓Establishes state minimum wage, overtime, and wage-payment requirements; entitles employees to all promised wages (including bonuses, commissions, and accrued vacation if employer policy provides) on the regular payday.
Remedies
Federal Laws That Apply in North Carolina
These federal statutes protect workers nationwide, including in North Carolina. North Carolina is a non-deferral state — the EEOC filing deadline is 180 days.
Check which laws apply to your situation in North Carolina
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.North Carolina laws are subject to legislative changes. Consult a qualified employment attorney in North Carolina for advice about your specific situation. Last reviewed: March 2026.