North Carolina 2025 Session Status: In Committee Bipartisan · 39 D · 1 I cosponsors

HB 1059 — Fair Minimum Wage Act.

Last action — Passed 1st Reading

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  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 27, 2026. It must pass committee before a floor vote.

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

Prognosis

Advancing 42% · moderate confidence

Where this bill stands today.

Odds of enactment

Low

How often bills like it became law.

  • In Committee

    Current position in the legislative process.

  • 40 sponsors

    3 primary, 37 co-sponsors signed on.

  • Bipartisan support

    Sponsored across 2 parties (39 D · 1 I) — cross-party backing.

Prognosis reads this bill's own signals — stage, sponsorship breadth, committee status, recorded votes and cross-state momentum. Odds come from a model trained on which bills have become law.

Bill Text

What changed in the latest version

229 added · 228 removed

Plain-language change summary

The latest version of House Bill 1059 introduces specific details regarding minimum wage requirements. It establishes that employers with annual revenues under $400,000 must pay their workers at least $11.00 per hour, or the federal minimum wage if it's higher. This change is significant because it aims to provide a fair wage for lower-income workers while also taking into account the financial capabilities of smaller businesses. The bill also outlines that the $11.00 rate will start in January 2027 and will be adjusted annually, promoting a responsive approach to wage changes over time.

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GENERAL ASSEMBLY OF NORTH CAROLINA H.B.
GENERAL ASSEMBLY OF NORTH CAROLINA SESSION 2025 H 1 HOUSE BILL 1059 Short Title:
1059 Apr 27, 2026 SESSION 2025 HOUSE PRINCIPAL CLERK H D HOUSE BILL DRH30548-LRa-161A Short Title:Fair Minimum Wage Act.
Fair Minimum Wage Act.
Representative Prather.
Representatives Prather, Longest, Buansi, and K.
Brown (Primary Sponsors).
For a complete list of sponsors, refer to the North Carolina General Assembly web site.
A BILL TO BE ENTITLED AN ACT ESTABLISHING STATE MINIMUM WAGES THAT ADJUST UPWARD AUTOMATICALLY FOR INFLATION, CREATING THE NORTH CAROLINA WAGE BOARD, ESTABLISHING THE SHORT-TIME COMPENSATION PROGRAM, REPEALING THE RESTRICTION ON LOCAL MINIMUM WAGES, AND APPROPRIATING FUNDS FOR IMPLEMENTATION OF THIS ACT.
Rules, Calendar, and Operations of the House April 28, 2026 A BILL TO BE ENTITLED AN ACT ESTABLISHING STATE MINIMUM WAGES THAT ADJUST UPWARD AUTOMATICALLY FOR INFLATION, CREATING THE NORTH CAROLINA WAGE BOARD, ESTABLISHING THE SHORT-TIME COMPENSATION PROGRAM, REPEALING THE RESTRICTION ON LOCAL MINIMUM WAGES, AND APPROPRIATING FUNDS FOR IMPLEMENTATION OF THIS ACT.
and Whereas, allowing local governments to adopt higher minimum wages, where appropriate, gives communities greater flexibility to respond to local labor market conditions and cost pressures;
and Whereas, allowing local governments to adopt higher minimum wages, where appropriate, gives communities greater flexibilityto respond to local labor market conditions and cost pressures;
(a) Every Except as provided by subsection (a1) of this section, every employer shall pay to each employee who in any workweek performs any work, wages of at least six dollars and fifteen cents ($6.15) per hour or the minimum wage set forth in paragraph 1 of section 6(a) of the Fair Labor Standards Act, 29 U.S.C.
(a) Every Except as provided bysubsection (a1) of this section, every employer shall pay to each employee who in any workweek performs any work, wages of at least six dollars and fifteen cents ($6.15) per hour or the minimum wage set forth in paragraph 1 of section 6(a) of the Fair Labor Standards Act, 29 U.S.C.
The adjustments shall be calculated by the Commissioner as the percentage of change between the October Consumer Price Index in the year most recently ended, calculated to the nearest tenth of one percent (1/10 of 1%), provided that this percentage changeis positive.
The adjustments shall be calculated by the Commissioner as the percentage of change between the October Consumer Price Index in the year most recently ended, calculated to the nearest tenth of one percent (1/10 of 1%), provided that this percentage change is positive.
Forthe purposes ofthis section,theterm "ConsumerPrice Index" means the Consumer Price Index for All Urban Consumers (CPI-U), U.S.
Forthe purposes ofthis section, theterm "ConsumerPrice Index" means the Consumer Price Index for All Urban Consumers (CPI-U), U.S.
City Average, all items, not seasonally adjusted, standard reference base, as published by the Bureau of Labor Statistics of the U.S.
City Average, *H1059-v-1* General Assembly Of North Carolina Session 2025 all items, not seasonally adjusted, standard reference base, as published by the Bureau of Labor Statistics of the U.S.
*DRH30548-LRa-161A* General Assembly Of North Carolina Session 2025 (a1) Notwithstanding the provisions of subsection (a) of this section, an employer whose grossannualreceiptsfortheprecedingcalendaryearwerelessthanfourhundredthousanddollars ($400,000) shall pay to each employee who in any workweek performs any work wages of at least eleven dollars ($11.00) per hour or the minimum wage set forth in paragraph 1 of section 6(a) of the Fair Labor Standards Act, 29 U.S.C.
(a1) Notwithstanding the provisions of subsection (a) of this section, an employer whose grossannualreceiptsfortheprecedingcalendar yearwerelessthanfourhundredthousanddollars ($400,000) shall pay to each employee who in any workweek performs any work wages of at least eleven dollars ($11.00) per hour or the minimum wage set forth in paragraph 1 of section 6(a) of the Fair Labor Standards Act, 29 U.S.C.
(d) The Commissioner, in order to prevent curtailment of opportunities for employment of the economically disadvantaged and the unemployed, may, by regulation, establish a wage rate not less than eighty-five percent (85%) of the otherwise applicable wage rate in effect under subsection (a) or subsection (a1) of this section which shall apply to all persons (i) who have been unemployed for at least 15 weeks and who are economically disadvantaged, or (ii) who are, orwhosefamilies are, receiving WorkFirst Family Assistanceorwhoarereceivingsupplemental security benefits under Title XVI of the Social Security Act.
(d) The Commissioner, in order to prevent curtailment of opportunities for employment of the economically disadvantaged and the unemployed, may, by regulation, establish a wage rate not less than eighty-five percent (85%) of the otherwise applicable wage rate in effect under subsection (a) or subsection (a1) of this section which shall apply to all persons (i) who have been unemployed for at least 15 weeks and who are economically disadvantaged, or (ii) who are, orwhosefamilies are, receivingWorkFirst FamilyAssistanceorwhoarereceiving supplemental security benefits under Title XVI of the Social Security Act.
203(m), if the tipped employee is notified in advance, is permitted to retain all tips and the employer maintains accurate and complete records of tips received by each employee as such tips are certified by the employee monthly or for each pay period.
203(m), if the tipped employee is notified in advance, is permitted to retain all tips and the employer maintains accurate and complete records of tips received by each employee as such tips are certified by the Page 2 House Bill 1059-First Edition General Assembly Of North Carolina Session 2025 employee monthlyor for each payperiod.
Even if the employee refuses to certify tips accurately, tips may still be counted as wages when the employer complies with the other requirements of Page 2 DRH30548-LRa-161A General Assembly Of North Carolina Session 2025 this section and can demonstrate by monitoring tips that the employee regularly receives tips in the amount for which the credit is taken.
Even if the employee refuses to certify tips accurately, tips may still be counted as wages when the employer complies with the other requirements of this section and can demonstrate by monitoring tips that the employee regularly receives tips in the amount for which the credit is taken.
Tip pooling shall also be permissible among employees whocustomarily and regularly receivetips;
Tip pooling shall also be permissible among employees whocustomarilyand regularlyreceivetips;
however,no employee's tips maybereducedbymore than fifteen percent (15%) under a tip pooling arrangement.
however,no employee's tips maybereduced bymore than fifteen percent (15%) under a tip pooling arrangement.
(d) The provisions of this Article supersede and preempt any ordinance, regulation, resolution, or policy adopted or imposed by a unit of local government or other political subdivision of the State that regulates or imposes any requirement upon an employer pertaining to compensation of employees, such as the wage levels of employees, hours of labor, payment of earned wages, benefits, leave, or well-being of minors in the workforce.
(d) The provisions of this Article supersede and preempt any ordinance, regulation, resolution, or policy adopted or imposed by a unit of local government or other political subdivision of the State that regulates or imposes any requirement upon an employer pertaining to compensation of employees, such as the wage levels of employees, hours of labor, payment of earned wages, benefits, leave, or well-beingof minors in the workforce.
(6) Short-time compensation plan or plan.
House Bill 1059-First Edition Page 3 General Assembly Of North Carolina Session 2025 (6) Short-time compensation plan or plan.
DRH30548-LRa-161A Page 3 General Assembly Of North Carolina Session 2025 (b) Approval of Plans.
(b) Approval of Plans.
(8) The plan certifies that, if the employer provides fringe benefits to any employee whose workweek is reduced under the program, the fringe benefits will continue to be provided to the employee participating in the short-time compensation program under the same terms and conditions as though the workweek of such employee had not been reduced or to the same extent as otheremployees not participating in theshort-time compensation program.
(8) The plan certifies that, if the employer provides fringe benefits to any employee whose workweek is reduced under the program, the fringe benefits will continue to be provided to the employee participating in the short-time compensation program under the same terms and conditions as though the workweek of such employee had not been reduced or to the same extent as otheremployees not participatingin theshort-time compensation program.
(9) The plan describes the manner in which the requirements of this subsection will be implemented, including a plan for giving notice, if feasible, to an employee whose workweek is to be reduced, together with an estimate of the number of layoffs that would have occurred absent the ability to participate in short-time compensation.
(9) The plan describes the manner in which the requirements of this subsection will be implemented, including a plan for giving notice, if feasible, to an employee whose workweek is to be reduced, together with an estimate of the number of layoffs that would have occurred absent the abilityto participate in short-time compensation.
(c) Revocation of Approval.
Page 4 House Bill 1059-First Edition General Assembly Of North Carolina Session 2025 (c) Revocation of Approval.
Page 4 DRH30548-LRa-161A General Assembly Of North Carolina Session 2025 (d) Eligibility Requirements for Short-Time Compensation Benefits.
(d) Eligibility Requirements for Short-Time Compensation Benefits.
– Employment with an employer who experiences at least a twenty percent (20%) difference between its highest level of employment during a particular season and its lowest level of employment during the off-season in each of the previous three years as reported to the State agency and/or employees are hired to work on a temporary basis by employers that need extra help during a particular season.
– Employment with an employer who experiences at least a twenty percent (20%) difference between its highest level of employment during a particular season and its lowest level of employment during the off-season in each of the previous three years as reported to the House Bill 1059-First Edition Page 5 General Assembly Of North Carolina Session 2025 State agency and/or employees are hired to work on a temporary basis by employers that need extra help during a particular season.
DRH30548-LRa-161A Page 5 General Assembly Of North Carolina Session 2025 (3) Intermittent employment.
(3) Intermittent employment.
– Employment that is not continuous but may consist of periodic intervals of weekly work and intervals of no weekly work." SECTION 4.1.
– Employment that is not continuous but may consist of periodic intervals of weeklywork and intervals of no weeklywork." SECTION 4.1.
Page 6 DRH30548-LRa-161A
Page 6 House Bill 1059-First Edition
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How this bill changes current law

4 changes Share ↗

Compared against the N.C. General Statutes as published AI-generated reading aid — verify against the official bill.

The bill increases the minimum wage to $15 per hour, establishes a system for annual adjustments based on inflation, and allows local governments to set higher minimum wages.

  • N.C.G.S. § 95-25.3

    wages of at least six dollars and fifteen cents ($6.15) per hour or the minimum wage set forth in paragraph 1 of section 6(a) of the Fair Labor Standards Act, 29 U.S.C. 206(a)(1), as that wage may change from time to time, whichever is higher, except as otherwise provided in this section. → fifteendollars($15.00)perhour, which shall be adjusted automatically for inflation annually to reflect increases in the Consumer Price Index, with the first adjustment occurring effective January 1, 2027. These adjustments shall be effective January 1 of each year.

    The existing minimum wage is replaced with a new minimum wage of $15.00 per hour that is automatically adjusted for inflation.

  • N.C.G.S. § 95-25.3

    an employer whose gross annual receipts for the preceding calendar year were less than four hundred thousand dollars ($400,000) shall pay to each employee who in any workweek performs any work wages of at least eleven dollars ($11.00) per hour or the minimum wage set forth in paragraph 1 of section 6(a) of the Fair Labor Standards Act, 29 U.S.C. § 206(a)(1), as that wage may change from time to time, whichever is higher.

    Establishes a lower minimum wage of $11.00 per hour for small employers earning less than $400,000 annually.

  • N.C.G.S. § 95-25.3

    A local government may adopt an ordinance establishing a local minimum wage within its territorial jurisdiction that is higher than the statewide minimum wage; then, in that case, every employer in the jurisdiction shall instead pay the higher local minimum wage.

    Allows local governments to set a minimum wage higher than the state minimum wage.

  • N.C.G.S. § 95-25.3

    The North Carolina Wage Board is established within the Department. Wage Board members shall be appointed by, and serve at the pleasure of, the Commissioner.

    Creates a Wage Board to review and set wage targets annually.

Action History

  1. Passed 1st Reading

  2. Ref To Com On Rules, Calendar, and Operations of the House

  3. Filed

Sponsors

Sponsorship breakdown

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3 sponsors · 37 co-sponsors · 139 not signed on

Sponsors (3)

Co-sponsors (37)

Not signed on (139)

139 members have not signed on to this bill.

Show all 139 →

"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

Subjects

labor
Cross-referencing the record. Reading this bill against every other bill in the corpus by meaning, not keywords. Only the first open is slow. It’s instant for you after this. Matching · Ranking · Engrossing

Frequently asked questions

Who sponsors HB 1059?
HB 1059 is sponsored by Brian Turner (Democratic), Phil Rubin (Democratic), James Roberson (Democratic), Robert T. Reives, II (Democratic), Amos L. Quick, III (Democratic), Renée A. Price (Democratic), Rodney D. Pierce (Democratic), Marcia Morey (Democratic), Julie von Haefen (Democratic), Ya Liu (Democratic), Abe Jones (Democratic), Monika Johnson-Hostler (Democratic), Zack Hawkins (Democratic), Pricey Harrison (Democratic), Julia Greenfield (Democratic), Allison A. Dahle (Democratic), Sarah Crawford (Democratic), Amanda P. Cook (Democratic), Mike Colvin (Democratic), Bryan Cohn (Democratic), Tracy Clark (Democratic), Maria Cervania (Democratic), Becky Carney (Democratic), Deb Butler (Democratic), Terry M. Brown Jr. (Democratic), Gloristine Brown (Democratic), Mary Belk (Democratic), Cynthia Ball (Democratic), Amber M. Baker (Democratic), Vernetta Alston (Democratic), Eric Ager (Democratic), Kanika Brown (Democratic), Allen Buansi (Democratic), Tim Longest (Democratic), Lindsey Prather (Democratic), Nasif Majeed (U), Jordan Lopez (Democratic), Carolyn G. Logan (Democratic), Brandon Lofton (Democratic), and Charles Smith (Democratic).
What is the current status of HB 1059?
This bill is in committee in the House. Introduced April 27, 2026. It must pass committee before a floor vote.
Where can I track HB 1059?
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