Trusted Employer of Record Services in North Carolina
Looking to build a winning team for your business without dealing with the complexities of payroll, compliance, and HR administration? You’re in the right place. HR Options offers reliable employer-of-record services to simplify hiring and ensure full compliance with state regulations. Our EOR specialists handle every aspect, from talent acquisition to seamless onboarding, to let you focus on your business growth.
With extensive experience in the employment laws of North Carolina, we help businesses minimize risks and streamline workforce management. Our user-friendly online platform provides real-time updates and transparent reporting to keep you informed. Partner with us today and hire skilled employees without the hassle. Contact us for consultation and book your service!
Find Top Talent for Your Business with Our Trusted HR Services
Managing recruitment and employment logistics doesn’t have to be complicated. At HR Options, we offer specialized HR solutions to simplify your workforce management. Whether you need short-term staff or a dedicated long-term team, we handle every step, from hiring to compliance, so you can focus on growing your business. Our full-service plan typically includes:
- On-boarding
- Off-boarding
- Payroll Processing
- Timesheet collection
- Handling W-2 and 1099 forms
- Managing tax compliance
- Employee relations management
- All other aspects of the employment process
Competitive Employee Benefits in North Carolina
At HR Options, we create comprehensive benefits packages to help businesses attract and retain top talent. A valuable benefits plan keeps employees engaged, motivated, and committed to your company’s success. We can collaborate with your organization in North Carolina to create a customized package that aligns with your goals and policies to ensure a supportive and rewarding workplace for employees. Depending on your company’s policies, our benefits packages may include:
- Life Insurance
- Medical Insurance
- Dental Insurance
- Vision Insurance
- Health Savings Accounts (HSA)
- Flexible Spending Accounts (FSA)
- Long-Term Disability Insurance (LTD)
- Pension or 401(k) Retirement Plans
Essential Employment Information for North Carolina
Looking for reliable employer-of-record services in North Carolina? Here’s what you need to know about employment regulations:
What is the Minimum Wage in North Carolina?
In North Carolina, the minimum wage is $7.25 per hour, the same as the federal rate. While this rate applies to most workers, certain industries and tipped employees may have different wage structures. Employers must also comply with state and federal labor laws to ensure fair compensation for their workforce.
What is Considered Full-Time Employment in North Carolina?
In North Carolina, employees who work between 30 and 40 hours per week are typically considered full-time. Under the Affordable Care Act (ACA), working 30 or more hours per week qualifies as full-time. However, there is no strict legal definition, and employers may set their own requirements. Employees should check their company’s policies to understand full-time status, benefits eligibility, and overtime regulations.
What is Considered Part-Time Employment in North Carolina?
In North Carolina, part-time employment refers to positions where employees work less than 30 hours per week. While part-time employees may not always qualify for benefits like health insurance or retirement plans, some companies offer perks such as flexible scheduling or pro-rated benefits to attract and retain workers.
How Do Employees Get Paid Overtime in North Carolina?
According to the federal Fair Labor Standards Act (FLSA), North Carolina requires employers to pay overtime at 1.5 times the regular hourly rate for any hours worked beyond 40 in a workweek. However, certain industries may have different overtime policies based on job duties. Employees should review their contracts to ensure they receive proper compensation for additional hours worked.
How Long Does Onboarding Take in North Carolina?
In North Carolina, our onboarding process typically takes 2 business days once we have all the required information. For non-U.S. citizens, work eligibility verification may take up to 3 additional days. Our EOR experts ensure a smooth and efficient employment process.
What is the Payroll Cycle in North Carolina?
North Carolina law requires employers to pay employees at least once per month. However, most private employers follow a semi-monthly schedule. Remote employees receive payments on the 15th and the last day of the month. These payments are made in equal parts and cover past work.
Are Employers Required to Offer 401(k) in North Carolina?
North Carolina has no state law requiring employers to offer a 401(k) or similar retirement plan. However, some businesses provide these benefits to stay competitive, attract skilled employees, and help their workforce plan for a secure financial future.
Are Employers Required to Provide Health Insurance in North Carolina?
Under the federal Affordable Care Act (ACA), employers with 50 or more full-time employees must offer qualified health insurance. Many businesses also provide additional coverage to support employee well-being. As a reliable employer-of-record service provider, we ensure all employees receive the same benefits to maintain fair hiring practices.
Details of New Hire
Paperwork Requirements in North Carolina
When hiring employees in North Carolina, employers must collect specific documents to comply with state and federal laws. These forms help streamline the onboarding process and ensure legal compliance. Here are the required documents:
Employment Eligibility Verification (Form I-9)
Employers must complete this form within three business days of a new employee’s start date to verify their identity and work eligibility.
Employee’s Withholding Certificates (Form W-4)
Employers must collect these forms to determine the correct amount of federal income tax to withhold from an employee’s paycheck.
State Tax Withholding (Form NC-4)
Employees must complete this form to determine North Carolina state tax withholdings.
New Hire Reporting Form
Employers must report all new hires and rehires to the North Carolina Directory of New Hires within 20 days of the employee’s start date.
Employee Agreement
This form confirms the employee’s position, salary, benefits, and responsibilities. It may also include non-disclosure or non-compete clauses to protect company interests.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Additional Forms
Direct Deposit Authorization
This form collects the employee’s banking details if the employer offers direct deposit.
Personal Information Form
Gathers address, emergency contact, social security number, and other essential employee details.
Confidentiality and Non-Compete Agreements
These agreements are applicable, especially in industries involving sensitive information or intellectual property.
Employment Taxes in North Carolina
Employment taxes and statutory fees affect North Carolina employees’ overall payroll. Here’s a clear breakdown of known taxes in this state:
Employer Taxes
| Employment Tax | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| State unemployment insurance tax (SUTA) | 0.06% to 5.76% |
| Federal unemployment insurance tax (FUTA) (charged on the first $7,000 earnings per year of an employee) | 6% |
Employee Taxes
| Tax Type | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| Federal income tax | 10% to 37% |
| State income tax | 4.5% |
Important Leave Laws in North Carolina
| Leaves Title | Law |
|---|---|
| Bereavement Leave | No state law mandates bereavement leave. However, employers may provide paid or unpaid leave based on company policies. |
| Paid Sick Leave | In North Carolina, no state law requires employers to provide paid sick leave. However, under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid sick leave if they have worked for the same employer for at least 12 months. |
| Blood/Organ/Bone Marrow Donation Leave | North Carolina does not have a law requiring leave for donation purposes. Leave may be granted based on employer policies. |
| Crime Victims' Leave | No state law mandates leave for employees attending court or legal proceedings if they are crime victims. |
| Court Attendance/Witness Leave | The law states that employers don’t need to grant leave for an employee attending court as a witness. However, employers can allow employees to use paid time off (PTO) for court-related absences. |
| Domestic/Sexual Violence Victims' Leave | All employers must provide leave for employees affected by domestic violence or sexual assault. Leave may be unpaid unless mentioned in employer policies. |
| Election Officials' Leave | Employers must allow time off for employees serving as election officials. |
| Family and Medical Leave | North Carolina does not have a law mandating family and medical leave. However, under the Family Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of job-protected, paid leave to bond with a child or care for a seriously ill family member. |
| Family Military Leave | No state law requires employers to offer family military leave unless mentioned in company policies. |
| Jury Duty Leave | Under state law, all employers must allow employees to serve on a jury and cannot penalize or terminate employees for fulfilling their civic duty. |
| Legislative/Political Leave | North Carolina has no law regarding legislative or political leave. However, employers can provide paid or unpaid leave for such activities based on company policies. |
| Military Service/Veterans' Leave | All employers must grant leave for military service. Civil Air Patrol members can also get leave. Employers should also ensure reemployment upon their return from service. |
| Additional Leave Protections | All employers must allow leave for employees complying with juvenile court orders. |
| School Activities/Visitation Leave | Employers must allow leave for school-related activities, including childcare facility events. |
| Volunteer Emergency Responder Leave | All employers must provide leave for volunteer firefighters, EMS personnel, or search and rescue team members during a declared state of emergency. |
| Voting Leave | There is no voting leave law, but employers may offer time off for employees to vote in elections. |
Comprehensive Employment Termination Details
Probation Period
North Carolina has no law requiring a probation period for new employees. However, many companies use a trial period of 3 to 6 months to evaluate an employee’s performance and suitability for the job. The exact duration depends on company policies.
Termination Protocol
North Carolina follows the "at-will" employment rule, meaning either employee or employer can terminate the employment with or without cause. However, terminations cannot be discriminatory or retaliatory under federal and state law. Our EOR service professionals at HR Options can help manage terminations smoothly and reduce legal risks.
Notice Period
There is no legal requirement for employers or employees to give notice before ending a job unless stated in a contract. However, it is standard practice for employees to give two weeks’ notice before resigning.
Severance and Final Pay
In North Carolina, severance pay is not a law unless mentioned in an employment contract or company policy. However, employers must pay any unused vacation or paid time off (PTO) as decided.
Which Laws Apply to Your Organization?
In the United States, each state has its own laws governing the relationship between employers and employees. Businesses must comply with these regulations to ensure security and avoid penalties. At HR Options, our EOR specialists help you navigate and adhere to state and federal employment laws that apply to your organization. Here are some of the key regulations that may affect your business in North Carolina:
| Law | Applies To | Description |
|---|---|---|
| North Carolina Equal Employment Practices Act (NCEEPA) | Employers with 15+ employees | This law prohibits discrimination based on race, color, religion, national origin, disability, age, and other characteristics. |
| Equal Pay and Opportunities Act | All employers | It requires equal pay for men and women who perform similar work. However, exceptions are allowed for seniority or merit systems. |
| Minimum Wage Law | All employers | Sets the state minimum wage at $7.25 per hour to align with the federal minimum wage. |
| Overtime Pay Law | All employers | Requires employers to pay overtime (1.5 times the regular rate) for non-exempt employees who work over 40 hours per week or more than 8 hours in one day. |
| Wage and Hour Act | All employers | Protects employees from wage theft, requiring timely and accurate wage payments. |
| Workers' Compensation Law | Employers with 3+ employees | Provides compensation for employees who suffer work-related injuries or illnesses. |
| Jury Duty Leave Law | All employers | This law states employers should provide unpaid leave for jury duty without retaliation. |
| Right-to-Work Law | All employers | It prevents employers from requiring employees to pay for union membership as a condition of employment. |
| Occupational Safety and Health Act (OSHA) | All employers | Employers must maintain a safe workplace to follow state and federal OSHA regulations. |
| Family Medical Leave Act (FMLA) | Employers with 50+ employees | Under the FMLA, employees with serious illness or family issues can get up to 12 weeks of unpaid leave with job protection. |
| Clean Indoor Air Act | All employers | It prohibits smoking in enclosed public spaces and workplaces to maintain a clean and safe environment. |
| Child Labor Law | Employers hiring minors | Limits work hours and conditions for employees under 18, restricting hazardous work and late-night shifts for younger workers. |
| Employment at Will Doctrine | All employers | North Carolina has an "at-will" employment policy, which means employers or employees can terminate employment at any time without cause. |
| E-Verify Law | Employers with 25+ employees | Requires employers to verify the employment eligibility of new hires through the federal E-Verify system. |
| Ban the Box Law | State government employers | This law prevents state agencies from asking about criminal history on initial job applications, but private employers are not subject to this law. |
| Trade Secrets Protection Act | All employers | Protects businesses from stealing or misusing confidential business information and trade secrets. |
| Drug Testing Law | All employers | Allows employers to conduct drug and alcohol testing under the strict guidelines. |
| COBRA Health Coverage Law | Employers with 20+ employees | Requires continuation of health insurance coverage for employees who lose their jobs or experience other qualifying events. |
| Whistleblower Protection Law | Public employers | Protects public employees from retaliation when reporting illegal or unethical activities within the government or their workplace. |
| Social Media Privacy Law | All employers | Prohibits employers from requesting or demanding access to an employee’s personal social media accounts. |
Want to Simplify Your Hiring Process?
Contact our HR specialists for the most reliable employer-of-record services and HR solutions to hire top talent and grow your business.