Sick Leave for North Carolina Employees: What You Need to Know in 2025

Ever woken up in Charlotte with a fever that makes the banking towers blur, or caught a cold while working in Research Triangle Park that not even the best BBQ could cure? Whether you're coding in Durham, manufacturing furniture in High Point, or serving tourists in the Outer Banks, understanding North Carolina's approach to sick leave is as essential as knowing your preferred BBQ sauce.

Key Objectives: 

1. Does North Carolina Require Paid Sick Leave?
2. Federal Protections for Sick Leave 
3. Employer Practices For Sick Leave
4. When Can Sick Leave Be Used? 
5.  Public-Sector Employees in North Carolina
6. COVID-19 and Sick Leave
7.  Key Considerations for Employers
8. FAQs About Sick Leave
9. Common Misconceptions About Sick Leave in North Carolina
10. Why Sick Leave Matters

Here's what makes North Carolina's approach distinct: Like our state's preference for business-friendly policies, we take a hands-off approach to sick leave requirements. The state doesn't mandate private employers to provide paid sick leave - it's as optional as whether you prefer Eastern or Western-style barbecue.

Think of North Carolina's sick leave landscape like our diverse geography - it varies dramatically from employer to employer. While state law doesn't mandate sick time, many North Carolina businesses, especially in our technology and banking hubs, choose to offer competitive benefits packages.

North Carolina does not have a state law requiring private-sector employers to provide paid or unpaid sick leave. However, employees may still access sick leave through employer-provided benefits, federal protections like the Family and Medical Leave Act (FMLA), or public-sector policies. Here’s a comprehensive guide to sick leave in North Carolina in 2025.

Does North Carolina Require Paid Sick Leave?

No, North Carolina does not mandate paid or unpaid sick leave for private-sector employees. Employers are not required by law to offer sick leave but may choose to provide it as part of their benefits package.

Public-sector employees, including state government workers, typically receive structured sick leave benefits under state policies.

Federal Protections for Sick Leave

Employees in North Carolina may qualify for unpaid, job-protected leave under the Family and Medical Leave Act (FMLA).

FMLA Overview

• Eligibility: Employees must work for an employer with 50 or more employees within a 75-mile radius, have worked for the employer for at least 12 months, and have logged at least 1,250 hours in the previous year.
• Leave Benefits: Provides up to 12 weeks of unpaid, job-protected leave per year.

FMLA covers leave for:

• Personal serious health conditions.
• Caring for a spouse, child, or parent with a serious health condition.
• The birth, adoption, or foster placement of a child.
• Certain military caregiving needs.

Employer Practices for Sick Leave in North Carolina

While not legally required, many North Carolina employers offer sick leave or Paid Time Off (PTO). Common features include:

• Accrual-Based Systems: Employees accrue 1 hour of leave for every 30 hours worked, though this varies by employer.
• PTO Banks: Some employers combine vacation, sick leave, and personal days into a single PTO policy.
• Carryover Policies: Employers may allow unused sick leave to roll over into the next year, but this is not required by law.

Employees should check their employer’s handbook for details about sick leave policies, including accrual, usage, and carryover rules.

When Can Sick Leave Be Used?

The specific uses of sick leave depend on an employer’s policy, but common reasons for taking sick leave include:

• Personal Illness or Injury: Recovering from illness or injury or attending medical appointments.
• Family Care: Caring for a sick family member.
• Preventive Care: Routine checkups, vaccinations, or screenings.
• Domestic Violence Recovery: Some employers allow sick leave to address needs related to domestic violence, sexual assault, or stalking.

Covered family members often include:

• Spouses or domestic partners.
• Children (biological, adopted, foster, or stepchildren).
• Parents, grandparents, and siblings.

Public-Sector Employees in North Carolina

Public-sector employees in North Carolina typically have access to structured sick leave benefits, including:

• Accrual: Full-time state employees generally accrue 8 hours (1 day) of sick leave per month.
• Carryover: Unused sick leave can accumulate indefinitely and may be converted to retirement credits for eligible employees.
• Usage: Sick leave may be used for personal health needs or to care for immediate family members.

Public-sector employees should refer to the North Carolina Office of State Human Resources (OSHR) or their agency’s policies for specific details.

COVID-19 and Sick Leave in North Carolina

Federal COVID-19-specific leave mandates, such as those under the Families First Coronavirus Response Act (FFCRA), have expired. However, North Carolina employers may allow employees to use accrued sick leave for COVID-19-related reasons, including:

• Testing, treatment, or recovery from COVID-19.
• Quarantine or isolation due to exposure.
• Caring for a family member affected by COVID-19.

Key Considerations for Employers in North Carolina

Even though North Carolina does not require sick leave, many employers find it beneficial. Offering sick leave can:

• Attract and Retain Talent: Competitive benefits help employers recruit skilled workers.
• Promote Workplace Health: Encouraging employees to stay home when sick helps reduce the spread of illness.
• Boost Productivity and Morale: Employees who feel supported are more engaged and less likely to leave.

Employers should document sick leave policies in their employee handbooks and ensure compliance with federal laws like FMLA.

FAQs About Sick Leave in North Carolina

Q: Can an employer require a doctor’s note?

A: Yes, employers in North Carolina can request reasonable documentation, such as a doctor’s note, for extended absences (typically after three consecutive days of sick leave).

Q: Are part-time or temporary employees eligible for sick leave?

A: It depends on the employer’s policy. North Carolina law does not require sick leave for part-time or temporary employees, but many employers voluntarily offer it.

Q: What happens to unused sick leave?

A: Employers are not required to allow sick leave to carry over to the next year, but some companies offer rollovers. Public-sector employees can accumulate sick leave indefinitely.

Common Misconceptions About Sick Leave in North Carolina

1. “North Carolina requires all employers to offer paid sick leave.”

False. North Carolina does not have a statewide sick leave requirement for private-sector employees.

2. “Employers must pay out unused sick leave when an employee leaves.”

False. Employers are not required to pay out unused sick leave upon termination unless their company policy states otherwise.

3. “Only full-time employees are eligible for sick leave.”

False. Many employers voluntarily offer sick leave to part-time and temporary employees, but this is not required by law.

Why Sick Leave Matters

Sick leave is an important benefit that allows employees to recover from illness and care for family members without financial stress. For employers, providing sick leave helps reduce turnover, improve morale, and foster a healthier workplace.

Final Thoughts

In North Carolina, sick leave policies for private-sector employees are determined by individual employers, while public-sector employees often have structured benefits. Federal laws like FMLA provide additional protections for eligible employees needing extended leave.

Understanding your sick leave rights in North Carolina can feel like navigating the Blue Ridge Parkway - it helps to know what's around each bend. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.

If you're a business looking to navigate North Carolina's employment landscape while expanding your workforce, consider partnering with an Employer of Record (EOR) service. They can help manage your HR compliance, payroll, and benefits administration while you focus on growing your business. Learn more about EOR services and how they can simplify your employment needs at TCW Global's EOR solutions.

Remember, while North Carolina may not mandate paid sick leave, creating supportive time-off policies isn't just good for employees - it's good for business. Like our state motto says, "Esse Quam Videri" (To Be Rather Than To Seem), actions speak louder than words when it comes to taking care of your workforce.

Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands North Carolina's unique business environment.