North Carolina lacks a “right to disconnect” law as of 2025, unlike states exploring similar measures or countries like France with after-hours protections. The state prioritizes at-will employment and minimal labor mandates, emphasizing wage/hour compliance under the Wage and Hour Act over work-life boundaries.​
Labor Law Framework
Employers face no obligation to limit off-hours contact, but must adhere to FLSA overtime rules (over 40 hours/week) and provide meal breaks for certain shifts—30 minutes unpaid after 5 hours for minors, none mandated for adults. Noncompete reforms via HB 269 ban overly restrictive covenants for low-wage workers starting July 2025, focusing on job mobility rather than disconnection.​
Work-Life Considerations
North Carolina’s right-to-work status prohibits mandatory unions, giving employees flexibility but no statutory off-duty protections. Proposed bills mirror national trends in California/New Jersey but haven’t advanced locally; employers may adopt voluntary policies to curb burnout amid remote work pressures.
SOURCES
[1](https://www.legal500.com/developments/thought-leadership/right-to-disconnect-bill-2025-a-step-toward-restoring-work-life-balance-in-a-hyper-connected-world/)
[2](https://www.postercompliance.com/blog/right-to-disconnect/)
[3](https://www.justiceatwork.com/do-you-have-the-right-to-disconnect/)
[4](https://ogletree.com/insights-resources/blog-posts/the-north-carolina-general-assemblys-2025-session-employment-related-bills-to-watch/)
[5](https://www.fordharrison.com/are-us-employers-ready-for-a-right-to-disconnect-law-what-us-employers-need-to-know-complimentary-webinar)
