Bill
HB 799
Prohibits compelled speech in state and some local government settings, barring promotion of certain viewpoints and deeming violations as employment discrimination.
Status & key dates
- Introduced: November 12, 2024 (filed as HB 799).
- Legislative actions (selected): Referred to committee; considered in a public hearing (Mar 18, 2025); passed first reading (reported). (Committee and floor activity continued thereafter; check the legislature’s docket for latest status.)
Purpose / intent
- To prohibit certain forms of compelled speech and the formal promotion of specific concepts in state (and some local) government workplaces and training, and to frame violations as employment discrimination. The bill seeks to ensure hiring, promotion, and training in government occur without regard to race, religion, ethnicity, or sex, and to protect employees and applicants from being compelled to adopt or affirm particular ideological statements.
Key provisions
1. Amend G.S. 126‑14.6 (state workplaces)
- Declares state policy that hiring, promotion, and training be without regard to race/ethnicity, religion, or sex; applications shall not ask about race.
- Defines “promote” as compelling employees or contractors to affirm or profess belief in listed concepts.
- Prohibits promotion or inclusion in state employee trainings of enumerated concepts (summary of the 13 listed examples):
- Claims that one race/sex (or religion/ethnicity where the expanded text applies) is inherently superior;
- Claims of inherent collective racism/sexism/oppression or collective moral guilt based solely on race/sex;
- Statements requiring individuals to feel psychological distress, guilt, or responsibility because of group membership;
- Assertions that meritocracy is inherently racist/sexist, that the U.S. was created to oppress another group, or that governments should deny equal protection or be violently overthrown;
- And related claims that ascribe group-based traits or negate the rule of law.
- Clarifies that private contractors providing training may answer participants’ questions about these topics but must state the government employer does not endorse those views.
- Exempts speech protected by the U.S. First Amendment.
- Explicitly makes a violation an act of employment discrimination.
Amend G.S. 126‑34.02(b)
New municipal provisions (Part 4, Art. 7, Ch. 160A)
Who would be affected
- State agencies, managers, HR offices, and trainers (including contractor trainers).
- State employees and applicants for state employment.
- City/local government hiring officials and applicants (to the extent local provisions apply).
- Vendors providing government training and human‑resources services.
Enforcement and remedies
- A violation is characterized as employment discrimination and may be the subject of contested case hearings under state personnel procedures. Contractors must include disclaimers when responding in training situations.
Potential impacts and considerations
- Operational: Agencies may need to revise training curricula, hiring forms, and contractor statements; HR policies and vendor contracts likely require updates.
- Legal: The bill interacts with First Amendment protections, federal nondiscrimination law, and existing equal‑employment obligations; some provisions could prompt legal challenges about scope and enforcement.
- Practical: May curtail certain DEI, implicit‑bias, or race-conscious training content where it is deemed to “promote” a prohibited concept; employers and trainers will need clear guidance on permissible content and how to respond to participant questions.
For current status and full statutory text, consult the North Carolina General Assembly website or the official bill file for HB 799.
Compiled from official sources — confirm details with the bill’s official record.
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