This North Carolina bill aims to improve menopause care by funding research, expanding insurance coverage, and protecting workers from discrimination related to menopausal symptoms. It directs the state health department to evaluate current medical knowledge, collect data on symptom prevalence, and create a strategic plan to address gaps in care, particularly for underserved populations. The legislation also incentivizes doctors to receive extra continuing education credits for studying menopause and mandates that Medicaid and private health insurers cover necessary treatments like hormone therapy and behavioral health services. Additionally, the bill includes provisions to prevent employment discrimination based on menopause and allocates five million dollars to fund these initiatives and public awareness campaigns.
This bill, known as the North Carolina CROWN Act, expands state employment discrimination laws to explicitly protect individuals from discrimination based on hair texture and protective hairstyles such as braids, twists, and locks. By legally defining these hair styles as traits associated with race, the legislation ensures that employers cannot deny hiring, firing, or otherwise discriminate against people because of their natural hair. The act also strengthens anti-retaliation protections for employees who report discrimination under these new provisions. To support implementation, the bill appropriates $100,000 for the Department of Labor to educate both employers and employees about the law's requirements and rights.
SB 154, the North Carolina CROWN Act, prohibits employment discrimination based on hair texture or protective hairstyles. It explicitly defines "protective hairstyles" (including braids, locks, twists, and bantu knots) as protected under existing anti-discrimination law, stating that race discrimination includes hair texture and type. The bill amends Chapter 95 to add Section 95-28.1B, making it illegal for employers to deny jobs, fire, or otherwise discriminate against employees because of these hair characteristics. This applies to all employers, employees, and job applicants in North Carolina starting from the law's effective date.
HB 168, the North Carolina CROWN Act, prohibits employment discrimination based on hair texture or protective hairstyles like braids, locks, or twists. It explicitly adds these characteristics to the definition of "race" under North Carolina's anti-discrimination law, covering all employers and job applicants. The bill also strengthens protections by banning retaliation against employees who report such discrimination. It applies to all public and private employers statewide upon becoming law.
SB 607, the North Carolina Equal Pay Act, prohibits employers from paying employees differently based on gender for work requiring similar skill, effort, and responsibility under comparable conditions. It defines "comparable work" broadly (excluding job titles alone) and allows pay differences only for factors like seniority, merit, geographic location, or job-related education/experience. The bill also bans employers from asking about salary history before making a job offer, protects employees who discuss pay or file complaints from retaliation, and requires employers to post notices about these rights. The law takes effect January 1, 2026, and would allow employees to seek back pay for violations.
SB 588, the Pregnant Workers Protection Act, protects pregnant employees and those with pregnancy-related conditions from workplace discrimination and requires employers to provide reasonable accommodations. It explicitly adds pregnancy to anti-discrimination laws (covering hiring, pay, and termination) and mandates accommodations like modified schedules, temporary transfers to less strenuous roles, or additional break time - unless providing them would cause significant difficulty for the business. The bill also extends these protections to housing by prohibiting discrimination against pregnant people when renting or buying homes. It applies to all employers in North Carolina and takes effect July 1, 2026.
HB 493 creates confidential reporting and resolution procedures for workplace harassment in North Carolina's General Assembly, affecting all legislators, staff (including part-time/temporary employees), volunteers, and pages. It requires mandatory annual training on preventing harassment and discrimination, establishes clear consequences for violations, and mandates a confidential investigation process handled by an independent third party. The bill appropriates $250,000 to fund training materials, infrastructure, and the independent investigator for the 2025-2027 fiscal years. These changes apply to all workplace interactions, including legislative events and business-related activities, with specific disciplinary actions ranging from warnings to expulsion for legislators.
HB 799 requires North Carolina state and city government workplaces to prohibit 13 specific concepts from training programs and hiring practices, including claims that one race is superior, individuals bear guilt for past group actions, or meritocracy is inherently biased. It bans state job applications from asking about race and prevents agencies from requiring applicants to endorse political or social beliefs as a condition of employment. Violations would be treated as employment discrimination under state law, with enforcement through existing grievance procedures. The bill explicitly excludes First Amendment-protected speech and applies only to state and city government workplaces, not private employers.
HB 940 prohibits employment discrimination based on pregnancy, childbirth, or pregnancy-related conditions in North Carolina. It requires employers to treat pregnant employees the same as others with similar abilities to work, provide reasonable accommodations (like modified schedules or breastfeeding breaks), and grant leave for pregnancy-related disability on par with other medical leave. The bill also mandates that employers allow return to the same or equivalent position after leave and clarifies that discrimination claims must be filed within three years. It directly affects employers with 15+ employees and pregnant or postpartum workers in North Carolina.
