House Bill 213 requires certain North Carolina employers to post notice of veterans’ benefits alongside existing workplace labor-law postings. Under the bill, employers with five or more employees must display a conspicuous notice in each room where the threshold is met. The notice must include information about veterans’ services and benefits, such as contact information for the Department of Military and Veterans Affairs, benefits and claims, employment and training, housing assistance, and how to request military records.
The bill also directs the Department of Labor to work with the Department of Military and Veterans Affairs to create the notice. It allows the state to provide both printed and digital versions, including QR codes that link workers to current labor-law publications and veterans’ resources webpages. The bill further authorizes a voluntary “We Support Our Veterans” digital notice for employers who choose to use it. The act becomes effective January 1, 2026.
HB213 amends G.S. 95-9, expanding the required workplace posting from labor-law information to include veterans’ benefits and services. It imposes a new posting obligation on employers with five or more employees and requires state agencies to develop and maintain updated notice materials and QR-code links. The bill primarily affects private employers subject to posting requirements, while also increasing coordination responsibilities for the Department of Labor and the Department of Military and Veterans Affairs.
The available legislative record suggests generally favorable treatment of the bill, as reflected by committee substitute approvals in the House before referral to the Senate Rules and Operations Committee. No vote totals or committee debate transcripts are provided, so there is no evidence of organized opposition in the record supplied. Overall, the bill appears to have been viewed as a practical, pro-veteran workplace notice measure.
No specific points of contention are documented in the provided transcripts or vote history. Potential areas of debate, based on the bill text, could include the burden on employers to update workplace postings, the use of QR codes and digital notices, and the scope of information required to be posted. However, the record supplied does not show any stated objections or amendments on those issues.