Remote’s guide to employing in

North Carolina
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Make employment in North Carolina easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in North Carolina, all in one easy-to-use platform.

  • Capital City


  • Currency

    United States Dollar ($, USD)

  • Population size


Services available in this country:
Employer of Record ProductPayrollContractor Management
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Facts & Stats

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  • Capital City


  • Currency

    United States Dollar ($, USD)

  • Population size


  • VAT - standard rate

    5% (Plus city, county, or district tax (total minimum 7%))

Known for its rich history, world-class universities, and a flourishing manufacturing sector, North Carolina offers a unique blend of tradition and economic vitality.

Recently voted the country’s Top State for Business by CNBC, its robust economic growth, favorable tax incentives, and plentiful job opportunities make the Tar Heel State a desirable location for both employees and employers alike.

Grow your team in North Carolina with Remote

If you want to hire in North Carolina, you’ll need to own a legal entity there — or partner with a global employment solutions provider, like Remote.  

We can employ top talent in North Carolina on your behalf and manage complex HR tasks such as onboarding, payroll, benefits, and taxes. You can also manage and pay your contractors in North Carolina through Remote.

Risks of misclassification

North Carolina, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in North Carolina may lead to fines and penalties for the offending company.

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Employing in North Carolina

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.

Hours of work in North Carolina

Work and overtime laws in North Carolina are overseen by the state’s Department of Labor.

What is considered full-time employment in North Carolina?

Full-time employment is generally considered to be between 30 and 40 hours per week, although there is no set legal definition.

Do salary employees get overtime in North Carolina?

Under the federal Fair Labor Standards Act, non-exempt employees are entitled to overtime pay of 1.5x their regular pay rate if they work more than 40 hours in a week.

Employees are generally (but not always) exempt from overtime if they:

  • Earn more than the specified state or federal exemption threshold

  • Perform a role with duties that are considered executive or managerial

  • Work in a certified or licensed profession, such as law, accounting, architecture, or engineering

In North Carolina, the salary threshold for exemption is currently $684 per week, which is the federal minimum.

Note that the federal salary threshold for exemption is currently being reviewed in the US.

Minimum wage in North Carolina

The minimum state wage for private sector employees is currently $15 per hour.

Onboarding timeline in North Carolina

We can help you get your new employee started in North Carolina fast, with a minimum onboarding time (MOT) of just 2 working days. Note that the MOT is dependent upon registration with the local authorities, and begins after the employee has submitted all the required information on the Remote platform.

For non-citizens of the US, a work eligibility assessment may be required, and can add three extra days to the onboarding time. If a follow-up is needed, there may be additional delays.

Please note that payroll cut-off dates can impact the actual first day of employment. Remote’s payroll cut-off date is the 10th of the month, unless otherwise specified.

Payroll cycle in North Carolina

Under state law, employees must be paid at least once per month. Private sector salaries are usually paid twice per month. 

For Remote customers, employee payments are made twice per month in equal installments, payable in arrears. The first payment is made on the 15th of the month and the second payment is made on the final day of the month. If relevant, bonus payments, commissions, and expense reimbursements are included in the second payment of the cycle.

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Competitive benefits package in North Carolina

Remote can help you craft a competitive benefits package to attract and retain the best global talent. Our benefits experts understand the trends, requirements, and expectations of the North Carolina labor market, allowing your employees to feel appreciated and thrive.

Our benefits packages in North Carolina usually include some or all of the following:

  • Pension or 401(K)

  • Medical Insurance

  • Vision Insurance

  • Health Saving Plan (HSA)

  • Long term disability insurance (LTD)

  • Dental Insurance

  • Life Insurance

  • Flexible Spending Account (FSA)

Are employers required to provide health insurance in North Carolina?

Under the federal Affordable Care Act, organizations with a headcount of 50 or more must offer statutory health insurance to their full-time employees.

Many employers also offer some level of supplemental health insurance. While this can lead to a relative rise in employment costs, it’s an essential benefit that ensures your people have access to routine care and are covered in the event of an emergency. 

Because Remote is the employer of record (EOR), it’s important for us to offer the same core benefits to all employees to ensure fair and non-discriminatory hiring practices. This protects both your business and ours.

Note that we do not add a markup on any benefits premiums or administration costs.

Are employers required to offer 401k in North Carolina?

No. Organizations are not legally required to offer a 401k retirement plan (or any other type of savings plan) to their employees. However, they may choose to offer this benefit as part of their overall compensation package.

Taxes in North Carolina

Employment taxes and statutory fees affect both your payroll and your employees’ paychecks in North Carolina.

Employer taxes

Employment Tax


Federal unemployment insurance tax (FUTA) (charged on the first $7,000 an employee earns per year)

0.06% to 5.76%

State unemployment insurance tax (SUTA)


FICA (Social security)


FICA (Medicare)

Employee taxes

Payroll Tax

10% to 37%

Federal income tax


State income tax


FICA (Social security)


FICA (Medicare)

Types of leave


In North Carolina, there is no state or federal law that requires employers to provide paid or unpaid vacation leave to their employees.

However, many employers offer 10 days of paid leave after the first year of employment.

Sick leave

In Texas, there is no state or federal law that requires employers to provide paid sick leave to their employees, although many organizations do.

Can an employer deny sick time in North Carolina?

Under the federal Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid sick leave per year, provided they:

Have worked for the same employer for at least 12 months

Work in a location where at least 50 people are employed by the company within a 75-mile radius

Parental and maternity leave

Under the FMLA, employees are entitled to up to 12 weeks of unpaid maternity or paternity leave. Some organizations opt to pay a reduced salary during this period.

Bereavement leave

Employers are not legally required to provide bereavement leave to their employees, although most organizations offer unpaid leave.

Jury duty

Employees must report for jury duty if summoned (unless exempt). Jurors are typically “on call” for two weeks.

Do employers have to pay for jury duty in North Carolina?

No. Private sector employers are not required to pay employees on jury service, but they must provide unpaid leave, and cannot penalize or terminate an employee on jury duty. Some employers provide paid leave.

Military leave

Under state and federal law, employers must grant leave to employees who are members of the military or the National Guard for military duty or training.

These employees have the right to take time off for their military obligations, and employers are prohibited from discriminating against them based on their military service.

Under state law, employees must be reinstated to their previous job upon return. If this is not possible, they must be given a similar role with the same salary, seniority, and status.

Employment termination

Termination process

Like nearly all US states, North Carolina is an “at-will” state. This means both employers and employees can end the employment relationship without reason, provided it is legal.

Remote’s legal experts can help you navigate terminations to ensure employees are only let go fairly, negating any potential legal complications.

Notice period

Employers and employees are not required to provide notice of termination, unless otherwise stated in the employment contract.

Despite this, it's usually customary for employees to provide two weeks' notice when leaving an organization.

Severance pay

Employers and employees are not required to provide notice of termination, unless otherwise stated in the employment contract.

Despite this, it's usually customary for employees to provide two weeks' notice when leaving an organization.

Probation periods

There is no requirement to provide a probation period for employees, although many companies implement internal probation policies. These policies typically involve a formal performance evaluation after a specified period, such as three or six months.