North Carolina 2025 Session Status: In Committee 28 R cosponsors

HB 1214 — Make E-Verify Great Again.

Last action — Reptd Fav Com Sub 2

  1. ✓
    Introduced
  2. 2
    In Committee
  3. 3
    Passed House
  4. 4
    Passed Senate
  5. 5
    To Executive
  6. 6
    Enacted

This bill is in committee in the House. Introduced April 30, 2026. It must pass committee before a floor vote.

Next likely step: a committee vote, then a floor vote in the House.

Odds of enactment

Low chance

Based on the sponsor, cosponsors, and committee posture, this bill has a low chance of becoming law.

Upgrade to see the exact probability and what's driving it.

A statistical estimate from our own model of past outcomes — an insight, not a guarantee. Policymaking is volatile.

Prognosis

Stalled 26% · moderate confidence

  • In Committee

    Current position in the legislative process.

  • 28 sponsors

    3 primary, 25 co-sponsors signed on.

  • Single-party support

    Sponsorship is currently within one party (28 R).

Based on stage, sponsorship breadth, committee status, recorded votes, and cross-state momentum — a description of the observable signals, not a prediction.

In plain language

The bill focuses on enhancing the E-Verify system for employment verification.

This legislation aims to improve the E-Verify system, which employers use to confirm the employment eligibility of their workers. It seeks to streamline and strengthen the process for better reliability.

What this means for you
  • Workers: Workers may face changes in employment verification processes, affecting how their eligibility is assessed.
  • Families: {}
  • Small Business: This means small businesses may have a more reliable system for verifying employee eligibility, which could streamline hiring.

Bill Text

What changed in the latest version

233 added · 257 removed

Plain-language change summary

The updated version of House Bill 1214 includes a new requirement for employers to use the E-Verify program to verify the work authorization of newly hired employees. Additionally, it clarifies that employers must keep records of this verification for the duration of employment and for one year after. The removal of certain lines means that the requirement for "good-faith compliance" is no longer included in this bill. These changes could lead to stricter enforcement of work authorization verification and increased penalties for non-compliance, which is important for ensuring that only legally authorized workers are employed in North Carolina.

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GENERAL ASSEMBLY OF NORTH CAROLINA SESSION 2025 H 2 HOUSE BILL 1214 Committee Substitute Favorable 6/9/26 Short Title:
GENERAL ASSEMBLY OF NORTH CAROLINA SESSION 2025 H 1 HOUSE BILL 1214 Short Title:
Representatives Gillespie, N.
Jackson, Moss, and Carson Smith (Primary Sponsors).
For a complete list of sponsors, refer to the North Carolina General Assembly web site.
May 5, 2026 A BILL TO BE ENTITLED AN ACT TO REQUIRE STATE AND LOCAL GOVERNMENT EMPLOYERS TO COMPLY WITH ARTICLE 2 OF CHAPTER 64 OF THE GENERAL STATUTES, TO CREATE A GOOD-FAITH SAFE HARBOR FOR EMPLOYERS WHO UNKNOWINGLY RECEIVE FRAUDULENT DOCUMENTATION RELATED TO THE FEDERAL E-VERIFY PROGRAM, TO ALLOW THE COMMISSIONER OF LABOR TO CONDUCT RANDOM COMPLIANCE CHECKS RELATED TO E-VERIFY, TO ALLOW EMPLOYERS TO CURE ALLEGEDVIOLATIONS OF E-VERIFY REQUIREMENTS,TO INCREASETHE CIVIL PENALTIES FOR EMPLOYERS WHO FAIL TO COMPLY WITH E-VERIFY REQUIREMENTS, TO PROTECT EMPLOYEES FROM RETALIATION FOR GOOD-FAITH REPORTS OF SUSPECTED VIOLATIONS OF E-VERIFY REQUIREMENTS, AND TO APPROPRIATE FUNDS TO THE DEPARTMENT OF LABOR FOR THE ENFORCEMENT OF THIS ACT.
Judiciary 2, if favorable, Appropriations, if favorable, Rules, Calendar, and Operations of the House May 5, 2026 A BILL TO BE ENTITLED AN ACT TO INCREASE THE NUMBER OF EMPLOYERS WHO ARE REQUIRED TO PARTICIPATE IN THE FEDERAL E-VERIFY PROGRAM, REQUIRE STATE AND LOCAL GOVERNMENT EMPLOYERS TO COMPLY WITH ARTICLE 2 OF CHAPTER 64 OF THE GENERAL STATUTES, CREATE A GOOD-FAITH SAFE HARBOR FOR EMPLOYERS WHO UNKNOWINGLY RECEIVE FRAUDULENT DOCUMENTATION RELATED TO E-VERIFY, ALLOW THE COMMISSIONER OF LABOR TO CONDUCT RANDOM AND RISK-BASED COMPLIANCE CHECKS RELATED TO E-VERIFY, ALLOW EMPLOYERS TO CURE FIRST VIOLATIONS OF E-VERIFY REQUIREMENTS, INCREASETHECIVILPENALTIES FOR EMPLOYERS WHO FAIL TO COMPLY WITH E-VERIFY REQUIREMENTS, PROTECT EMPLOYEES FROM RETALIATION FOR GOOD-FAITH REPORTS OF SUSPECTED VIOLATIONS OF E-VERIFY REQUIREMENTS, AND APPROPRIATE FUNDS TO THE DEPARTMENT OF LABOR FOR THE ENFORCEMENT OF THIS ACT.
– Any person, business entity, or other organization that transacts business in this State and that employs 25 or more employees in this State.
– Any person, business entity, or other organization that transacts business in thisStateandthatemploys 25fiveormoreemployees in this State.
(5) E-Verify.
*H1214-v-1* General Assembly Of North Carolina Session 2025 (5) E-Verify.
§ 1324a(h)(3)." *H1214-v-2* General Assembly Of North Carolina Session 2025 SECTION 1.(b) G.S.
§ 1324a(h)(3)." SECTION 1.(b) G.S.
(a1) Random Compliance Checks.
If, after an investigation, the Commissioner determines that the complaint is not false or frivolous, the Commissioner shall proceed in accordance with G.S.
– The Commissioner may conduct random compliance checks of employers to determine compliance with G.S.
64-30A for violations of G.S.
64-26 or G.S.
64-33.1 for violations of G.S.
143-133.3.
(a1) Random and Risk-Based Compliance Checks.
– The Commissioner may conduct random or risk-based compliance checks of employers to determine compliance with G.S.
Random compliance checks shall be conducted in a neutral and nondiscriminatory manner based on a randomized sample of all employers registered with the Secretary of State, weighted by size and industry.
Compliance checks shall be conducted in a neutral and nondiscriminatory manner.
Upon selecting an employer for a random compliance check, the Commissioner shall provide written notice to the employer.
If, after a compliance check, the Commissioner determines that there is a nonfrivolous possibility of a violation of G.S.
The written notice shall include any request for employment records from the employer, provided that any employment records requested under this subsection shall be limited to the documentation listed in subsection (e) of this section.
64-26 or G.S.
The employer shall provide the Commissioner with the requested employment records within 30 calendar days of receiving the notice of the random compliance check.
143-133.3, the Commissioner shall proceed in accordance with G.S.
No employer shall be subject to a random compliance check more than once per calendar year.
64-30A for violations of G.S.
64-26 or G.S.
64-33.1 for violations of G.S.
143-133.3.
– The Commissioner may issue a subpoena for production of employment records that relate to the recruitment, hiring, employment, or termination policies, practices, or acts of employment as part of the investigation of a valid complaint an investigation or compliance check initiated under this section.
– The Commissioner may issue a subpoena for production of employment records that relate to the recruitment, hiring, employment, or termination policies, practices, or acts of employment as part of the investigation of a valid complaint an investigation or compliance check initiated under this section." SECTION 1.(d) G.S.
(e) Compliance Checks Limited to Documentation.
64-30 is repealed.
– Any compliance check conducted pursuant to this section shall be limited to the review of records, documents, reports, certifications, or other paperwork required bylaw to be maintained or submitted by the regulated personorentity.Noprovisionofthissectionshallbeconstruedto authorizetheState,anyagency, department, officer, employee, or contractor thereof to enter upon, inspect, access, or conduct a physical examination of private property without the consent of the property owner or lawful occupant, except as otherwise expressly authorized by federal law, State law, or a valid administrative or judicial warrant.
SECTION1.(e) Article 2ofChapter64oftheGeneralStatutesisamended byadding a new section to read:
A request for documents or records under this section shall not, by itself, create or imply a right of physical entry onto private property." SECTION 1.(d) G.S.
"§ 64-30A.
64-30 reads as rewritten:
Procedure and consequences for violation of G.S.
"§ 64-30.
64-26.
Actions to be taken;
(a) Cure Period for Alleged Violation.
hearing.
– Upon determining that a complaint alleging a violation of G.S.
Page 2 House Bill 1214-Second Edition General Assembly Of North Carolina Session 2025 (a) If, after an investigation, investigation or compliance check, the Commissioner determines that the complaint an alleged violation is not false or frivolous:frivolous, then the following shall occur:
64-26 is not false or frivolous in accordance with G.S.
(1) If the alleged violation is of G.S.
64-29(a) or that there is a nonfrivolous possibility of a violation of G.S.
64-26:
64-26 in accordance with G.S.
a.
64-29(a1), the Commissioner shall determine whether the employer is entitled to the cure period under this subsection.
The Commissioner shall hold a hearing to determine if a violation of G.S.
An employer is entitled to the cure period under this subsection if the alleged Page 2 House Bill 1214-First Edition General Assembly Of North Carolina Session 2025 violation occurs when the Commissioner has not previouslyissued an order against the employer pursuant to subsection (b) of this section or former G.S.
64-26 has occurred and, if appropriate, impose civil penalties in accordance with the provisions of this Article.
64-31, regardless of whether the employer has previously utilized the cure period under this subsection.
a1.
If the employer is entitled to the cure period under this subsection, the Commissioner shall issue a written notice of noncompliance to the employer.
If the employer is entitled to the cure period in accordance with subsection(b)ofthissection,priortoimposingcivilpenaltiespursuant to G.S.
64-31, the Commissioner shall issue a written notice of noncompliance to the employer.
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If the employer cures the alleged violation within the 30-day cure period and submits proof of compliance to the Commissioner, the Commissioner shall not order the employer to pay a civil penalty under G.S.
If the employer cures the alleged violation within the 30-day cure period and submits proof of compliance to the Commissioner, the Commissioner shall not hold a hearingor issue an order against the employer under subsection (b) of this section for the alleged violation.
64-31.
(b) Hearing and Penalties.
a2.
– If the employer fails to cure the alleged violation of G.S.
If the employer fails to cure the alleged violation within 30 days, or if the employer is not entitled to the cure period in accordance with subsection (b) of this section, the Commissioner shall hold a hearing to determine if a violation of G.S.
64-26 in accordance with subsection (a) of this section, or if the employer is not entitled to the cure period under subsection (a) of this section, the Commissioner shall hold a hearing to determine if a violation of G.S.
64-26 has occurred and, if appropriate, impose civil penalties in accordance with the provisions of this Article.
64-26 has occurred and, upon a determination of a violation, impose civil penalties as follows:
b.
(1) First violation.
If, during the course of the hearing required by sub-subdivision a.
sub-subdivision a2.
of this subdivision of this section, the Commissioner concludes that there is a reasonable likelihood that an employee is an unauthorized alien, the Commissioner shall notify the following entities of the possible presence of an unauthorized alien:
1.
United States Immigration and Customs Enforcement.
2.
Local law enforcement agencies.
(2) If the alleged violation is of G.S.
143-133.3, the Commissioner shall hold a hearing to determine if a violation of the applicable statute has occurred and, if appropriate, shall take action under G.S.
64-33.1.
(b) An employer is entitled to the cure period under subdivision (1) of subsection (a) of this section if theCommissionerhas not previouslyissuedanorder against theemployerpursuant to G.S.
64-31 at the time of the alleged violation, regardless of whether the employer has previously utilized the cure period under subdivision (1) of subsection (a) of this section." SECTION 1.(e) G.S.
64-31 reads as rewritten:
"§ 64-31.
Consequences of first violation of G.S.
64-26.
(a) Affidavit Must Be Filed.
– For a first violation of G.S.
64-26, the Commissioner shall order the employer to file a signed sworn affidavit with the Commissioner within three business days after the order issued pursuant to this subsection is issued.
The affidavit shall state with specificity that the employer has, after consultation with the employee, requested a verification of work authorization through E-Verify.
(b) Effect of Failure to File Affidavit.
– If an employer fails to timely file an affidavit required bysubsection (a) of this section or byG.S.
64-32 or G.S.
64-33, the Commissioner shall order the employer to pay a civil penalty of ten thousand dollars ($10,000).
(c) Applicability of Section.
– This section applies to a violation of G.S.
64-26 in either of the following circumstances:
House Bill 1214-Second Edition Page 3 General Assembly Of North Carolina Session 2025 (1) At the time of the violation, the Commissioner has not previously issued an order against the employer pursuant to this section and the employer fails to cure the violation within the 30-day cure period provided in G.S.
64-30.
(2) At the time of the violation, the Commissioner has previously issued an order against the employer pursuant to this section, but the previous order was issued more than five years before the current violation.
However, this subdivision does not apply if, at the time of the violation, the Commissioner has previously issued an order against the employer pursuant to G.S.
64-32 or G.S.
64-33;
in such case, the violation shall be subject to G.S.
64-33.
(d) Penalty.
64-26 that occurs in either of the circumstances listed in subsection (c) of this section, the Commissioner may order the employer to pay a civil penalty of up to one thousand dollars ($1,000) for each required employee verification the employer failed to make, provided that an order under this section shall not require the employer to pay more than three thousand dollars ($3,000)." SECTION 1.(f) G.S.
64-26 that occurs when the Commissioner has not previously issued an order against the employer pursuant to thissubsectionorformerG.S.
64-32 reads as rewritten:
64-31,the Commissionermayorder the employer to pay a civil penalty of up to one thousand dollars ($1,000) for each required employee verification the employer failed to make.
"§ 64-32.
(2) Second violation.
Consequences of second violation of G.S.
– For a violation of G.S.
64-26.
64-26 that occurs after the Commissioner has issued an order against the employer pursuant to subdivision (1) of this subsection or former G.S.
For a violation of G.S.
64-31, the Commissioner shall order the employer to pay a civil penalty of not less than two thousand five hundred dollars ($2,500) and not more than ten thousand dollars ($10,000), regardless of the number of required employee verifications the employer failed to make.
64-26 that occurs within five years after an order has been issued pursuant to G.S.
(3) Third or subsequent violations.
64-31, the Commissioner shall order the measures required by G.S.
– For a violation of G.S.
64-31(a) and shall also order the employer to pay a civil penalty of one thousand dollars ($1,000), regardless of the number of required employee verifications the employer failed to make.two thousand dollars ($2,000) for each required employee verification the employer failed to make, provided that an order under this section shall not require the employer to pay more than ten thousand dollars ($10,000)." SECTION 1.(g) G.S.
64-26 that occurs after the Commissioner has issued an order against the employer pursuant to subdivision (2) of this subsection or former G.S.
64-33 reads as rewritten:
64-32, the Commissioner shall order the employer to pay a civil penalty of not less than ten thousand dollars ($10,000) and not more than twenty-five thousand dollars ($25,000) for each required employee verification the employer failed to make.
"§ 64-33.
The Commissioner may also refer the matter to the Attorney General for appropriate enforcement action.
Consequences of third or subsequent violation of G.S.
(c) Noticeto LawEnforcement.–If,duringthecourseofahearingpursuanttosubsection (b) of this section, the Commissioner concludes that there is a reasonable likelihood that an employee is an unauthorized alien, the Commissioner shall notify the following entities of the possible presence of an unauthorized alien:
64-26.
(1) United States Immigration and Customs Enforcement.
For a violation of G.S.
(2) Local law enforcement agencies." SECTION 1.(f) G.S.
64-26 that occurs after an order has been issued pursuant to G.S.
64-31 is repealed.
64-32, the Commissioner shall order the measures required by G.S.
SECTION 1.(g) G.S.
64-31(a), and shall also order the employer to pay a civil penalty of two thousand dollars ($2,000) five thousand dollars ($5,000) for each required employee verification the employer failed to make.make, provided that an order under this section shall not require the employer to pay more than twenty-five thousand dollars ($25,000).
64-32 is repealed.
The Commissioner mayalso refer the matter to the Attorney General for appropriate enforcement action." SECTION 1.(h) Article 2 of Chapter 64 of the General Statutes is amended by adding a new section to read:
SECTION 1.(h) G.S.
64-33 is repealed.
SECTION 1.(i) G.S.
64-33.1 reads as rewritten:
"§ 64-33.1.
Consequences of violation of G.S 143-133.3.Procedure and consequences for violation of G.S.
143-133.3.
For violation of G.S.
143-133.3, the Commissioner shall hold a hearing to determine if a violation has occurred and, upon a determination of a violation, shall notify the board or governing body of the State, or of any institution of the State government, or of any political subdivision of the State, found to have committed the violation that the board or governing body House Bill 1214-First Edition Page 3 General Assembly Of North Carolina Session 2025 of the State, or of any institution of the State government, or of any political subdivision of the State, is in violation of the applicable statute.
The Department of Labor shall maintain a list of any boards or governing bodies of the State, or of any institutions of the State government, or of any political subdivisions of the State, issued notices pursuant to this section and shall make that list available on its website." SECTION1.(j) Article 2ofChapter64oftheGeneral Statutesis amended byadding a new section to read:
115C-457.2." SECTION 1.(i) G.S.
115C-457.2." SECTION 1.(k) G.S.
64-31, 64-32, and 64-33, and shall maintain adatabaseofthe employersand business locations thathave aviolation of G.S.
64-31, 64-32, and 64-33, G.S.
64-30A and shall maintain a database of the employers and business locations that have a violation of G.S.
64-29." SECTION 1.(j) G.S.
64-29(a1)." SECTION 1.(l) G.S.
§ 1101, et seq, each individual's legal status or authorization to work in the United States after hiring the individual as an employee to work in the United States.United States and (ii) comply with Article 2 of Chapter 64 of the General Statutes." SECTION 1.(k) G.S.
§ 1101, et seq, each individual's legal status or authorization to work in the United States after hiring the individual as an employee to work in the United States.United States, and (ii) comply with Article 2 of Chapter 64 of the General Statutes." SECTION 1.(m) G.S.
Page 4 House Bill 1214-Second Edition General Assembly Of North Carolina Session 2025 "§ 153A-99.1.
"§ 153A-99.1.
– This section shall be enforced without regard to race, religion, gender, ethnicity, or national origin." SECTION 1.(l) G.S.
– This section shall be enforced without regard to race, religion, gender, ethnicity, or national origin." SECTION 1.(n) G.S.
– This section shall be enforced without regard to race, religion, gender, ethnicity, or national origin." SECTION 1.(m) This section becomes effective July 1, 2027, and applies to violations occurring on or after that date.
– This section shall be enforced without regard to race, religion, gender, ethnicity, or national origin." SECTION 1.(o) The Commissioner of Labor shall amend its rules to make changes that are consistent with this section, utilizing temporary rulemaking where necessary.
SECTION 1.(p) This section becomes effective October 1, 2026, and applies to violations occurring on or after that date.
"§ 95-241.
Page 4 House Bill 1214-First Edition General Assembly Of North Carolina Session 2025 "§ 95-241.
(b) It shall not be a violation of this Article for a person to discharge or take any other unfavorable action with respect to an employee who has engaged in protected activityas set forth House Bill 1214-Second Edition Page 5 General Assembly Of North Carolina Session 2025 under this Article if the person proves by the greater weight of the evidence that it would have taken the same unfavorable action in the absence of the protected activity of the employee." SECTION 2.(b) This section becomes effective October 1, 2026, and applies to discriminatory or retaliatory actions taken on or after that date.
(b) It shall not be a violation of this Article for a person to discharge or take any other unfavorable action with respect to an employee who has engaged in protected activityas set forth under this Article if the person proves by the greater weight of the evidence that it would have taken the same unfavorable action in the absence of the protected activity of the employee." SECTION 2.(b) This section becomes effective October 1, 2026, and applies to discriminatory or retaliatory actions taken on or after that date.
SECTION 3.(a) There is appropriated from the General Fund to the Department of Labor the sum of four hundred forty-eight thousand one hundred ninety-five dollars ($448,195) in recurring funds for the 2026-2027 fiscal year for five full-time equivalent positions to assist in theenforcementofthisact.Thesepositionsshallbedesignatedas exemptpolicymakingpositions of the Commissioner of Labor, not subject to the limitations under G.S.
SECTION 3.(a) There is appropriated from the General Fund to the Department of Labor the sum of four hundred forty-eight thousand one hundred ninety-five dollars ($448,195) in recurring funds for the 2026-2027 fiscal year for five full-time equivalent positions to assist in the enforcement of this Act.
These positions shall be designated as exempt policymaking positions of the Commissioner of Labor, not subject to the limitations under G.S.
Page 6 House Bill 1214-Second Edition
House Bill 1214-First Edition Page 5
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Action History

  1. Reptd Fav Com Sub 2

  2. Re-ref Com On Appropriations

  3. Withdrawn From Com

  4. Re-ref Com On Rules, Calendar, and Operations of the House

  5. Reptd Fav Com Substitute

  6. Re-ref Com On Agriculture and Environment

  7. Serial Referral To Appropriations Stricken

  8. Serial Referral To Rules, Calendar, and Operations of the House Stricken

  9. Serial Referral To Agriculture and Environment Added

  10. Serial Referral To Appropriations Added

  11. Serial Referral To Rules, Calendar, and Operations of the House Added

  12. Passed 1st Reading

  13. Ref to the Com on Judiciary 2, if favorable, Appropriations, if favorable, Rules, Calendar, and Operations of the House

  14. Filed

Sponsors

Sponsorship breakdown

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3 sponsors · 25 co-sponsors · 151 not signed on

Sponsors (3)

Co-sponsors (25)

Not signed on (151)

151 members have not signed on to this bill.

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"Not signed on" means a member has not sponsored or co-sponsored this bill — it does not imply opposition. Members flagged Voted No have a recorded No vote on this bill.

Whip count is in markup. Polling the chamber and every recorded vote this session. Only the first open is slow. It’s instant for you after this. Calling the roll · Tallying · Engrossing

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Frequently asked questions

Who sponsors HB 1214?
HB 1214 is sponsored by Diane Wheatley (Republican), Bill Ward (Republican), Steve Tyson (Republican), Mitchell S. Setzer (Republican), Paul Scott (Republican), A. Reece Pyrtle, Jr. (Republican), Larry W. Potts (Republican), Joseph Pike (Republican), Ray Pickett (Republican), Howard Penny, Jr. (Republican), Jeffrey C. McNeely (Republican), Donnie Loftis (Republican), Frank Iler (Republican), Cody Huneycutt (Republican), Anna Ferguson (Republican), Blair Eddins (Republican), Ted Davis, Jr. (Republican), Todd Carver (Republican), Celeste C. Cairns (Republican), Jerry "Alan" Branson (Republican), Brian Biggs (Republican), John R. Bell, IV (Republican), Jennifer Balkcom (Republican), Ben T. Moss, Jr. (Republican), Neal Jackson (Republican), Karl E. Gillespie (Republican), Carson Smith (Republican), and Jake Johnson (Republican).
What is the current status of HB 1214?
This bill is in committee in the House. Introduced April 30, 2026. It must pass committee before a floor vote.
Where can I track HB 1214?
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