As 2025 draws to a close, it’s an opportune time for North Carolina employees to review their employment status, benefits, and rights. This comprehensive checklist will guide you through essential areas to ensure you’re well-prepared for the new year.
Review of Key Employment Law Updates in 2025
Staying informed about changes in employment laws is crucial. In 2025, North Carolina saw several significant updates:
- Union Organizing and Collective Bargaining: Legislation was introduced to prohibit employers from restricting labor organizations and requiring employees to refrain from union membership as a condition of employment
- Nondiscrimination in the Workplace: Bills were proposed to prevent hair-based discrimination by expanding the definition of race-based discrimination to include traits historically associated with race, such as natural hairstyles
- Noncompete and Nonpoaching Agreements: A bill aimed to ban noncompete and nonpoaching agreements for employees earning less than $75,000 a year, effective July 1, 2025
These updates reflect a broader trend of strengthening worker protections and promoting greater equity in the workplace. Understanding these changes can help you recognize your rights and protections in the workplace. Now is a good time to revisit your employee handbook, ask your HR department about any policy updates, and make sure your employment agreement complies with these new laws.
How to Audit Your Paystubs, Time Records, and Tax Forms
Conducting a personal audit ensures accuracy in your compensation and tax reporting. While it might feel like a tedious task, a year-end review of your documents can help you catch costly errors before they carry over into the new year—or become an issue during tax season.
- Paystubs: Verify that your hourly rate or salary matches your employment agreement. Check for correct deductions and contributions. If you received bonuses or reimbursements, make sure those are reflected appropriately
- Time Records: Ensure all hours worked, including overtime, are accurately recorded and compensated. If you’re a non-exempt employee, missing overtime can add up quickly and signal a potential wage violation
- Tax Forms: Review your W-2 or 1099 forms for accuracy in reported income and tax withholdings. Compare them to your paystubs and make a note of any discrepancies to bring up with HR or payroll
If anything seems off, request a meeting with your payroll or HR department. It’s much easier to correct errors now than to wait until April.
Questions to Ask About Benefits Enrollment and PTO Carryover
Year-end is a critical time to evaluate your benefits and time-off policies. Many employers update their health plans, retirement contributions, or PTO policies at the start of a new calendar year, and now is your chance to be proactive.
- Benefits Enrollment: Confirm enrollment periods for health insurance, retirement plans, flexible spending accounts (FSAs), and other benefits. Understand any changes in premiums, coverage, or provider networks. Check to see if you’ve maxed out your retirement contributions or whether you’re eligible for an employer match
- PTO Carryover: Inquire about your company’s policy on carrying over unused paid time off. Some employers have a “use-it-or-lose-it” policy, while others allow a limited number of hours to roll over into the next year. Inquire about any caps or blackout dates that might affect your ability to use PTO in early January
It’s also a good time to evaluate your work-life balance. If you haven’t used much time off this year, consider planning ahead for breaks in the upcoming year to avoid burnout.
Reporting Discrimination or Retaliation Before Year-End Deadlines
If you’ve experienced workplace discrimination or retaliation in 2025, it’s essential to act before the clock runs out on filing deadlines.
- Documentation: Keep detailed records of incidents, including dates, times, and involved parties. Save emails, texts, or messages that demonstrate inappropriate conduct or retaliation
- Internal Reporting: Report concerns to your HR department or designated company representative. Your employer must investigate and take appropriate action under state and federal law
- External Reporting: If internal resolution isn’t achieved, you may file a complaint with the Equal Employment Opportunity Commission (EEOC) or the North Carolina Department of Labor. For most claims, the deadline to file is 180 days from the date of the last discriminatory act
Failing to report before the end of the year could lead to lost opportunities for legal recourse, especially if the act occurred earlier in 2025. Even if you’re unsure whether what you experienced rises to the level of a legal violation, speaking with an employment attorney can help clarify your options.
Tips to Prepare for HR Conversations or Reviews in January
Preparing for annual reviews or HR discussions can set the tone for your professional growth. Use the final weeks of the year to organize your thoughts, compile accomplishments, and identify opportunities to advance your goals.
- Self-Evaluation: Reflect on your achievements, challenges, and areas for improvement over the past year. Quantify your results whenever possible. Did you increase efficiency, reduce costs, or receive positive feedback from clients or coworkers
- Goal Setting: Identify objectives for the upcoming year and consider how they align with your career aspirations. Be ready to discuss how you plan to grow in your role or take on new responsibilities
- Feedback: Be open to receiving constructive feedback and prepared to discuss your performance and contributions. If there are issues you’d like addressed—such as workload imbalances or unclear expectations—bring them up tactfully
If you’re hoping for a raise or promotion in the new year, these conversations are a valuable starting point. Document your contributions now, so you’re ready to make your case when the time comes.
Protect Your Rights with Harman Law
Navigating employment laws and workplace dynamics can be complex, especially at the end of the year when so many changes and deadlines are in play. At Harman Law, we’re dedicated to supporting North Carolina workers in understanding their rights and advocating for fair treatment. Whether you’re preparing for open enrollment, reviewing your records, or facing a discrimination issue, our team is here to help.
Contact Harman Law today for a consultation and ensure you’re entering the new year with confidence in your employment standing.