North Carolina’s General Assembly is advancing House Bill 315, a multifaceted piece of legislation that targeted increases to certain workers’ compensation benefits for the first time in decades. While the adjustments are narrow in scope, they carry practical implications for employers, insurers, and claims professionals who evaluate and resolve workplace injury claims.

With changes set to apply to claims arising mid-July 2027, now is the time for organizations to understand how these updates may influence exposure, reserving strategies, and claim handling practices going forward.

The Senate Judiciary Committee approved House Bill 315 which prohibits third-party financing of litigation as well as increases workers’ compensation rates in a very narrow manner as outlined below. These rates had not been increased since 1987 – www.ncleg.gov/Sessions/2025/Bills/House/PDF/H315v4.pdf. The bill cleared the Senate Rules Committee and will likely be on the Senate Floor soon. The House is expected to concur with the Senate changes.

One of the focuses of HB 315 is workers’ compensation benefits, specifically increasing certain statutory minimums and caps. These changes would apply to claims arising on or after July 1, 2027. These changes include the following:

Minimum Weekly Compensation

• Increases from $30 to $50 per week.

While this affects only a small subset of claims, it does slightly raise the floor for indemnity exposure.

Disfigurement and Organ Injury Awards

HB 315 doubles several maximum awards under G.S. 97‑31:

What does this mean for employers and carriers:

• Higher settlement values for certain permanent injury cases
• More scrutiny needed when evaluating disfigurement claims
• Potential increase in claimant attorney involvement in borderline cases
• Greater need for early documentation, including photographs and medical detail

Although the financial adjustments under HB 315 are limited, they are likely to influence how certain claims, particularly those involving disfigurement or organ injury, are evaluated and resolved. Employers and carriers should begin considering how these changes may impact long-term claim costs, documentation practices, and litigation strategy.

Teague Campbell’s Workers’ Compensation team is actively monitoring this legislation and advising clients on practical steps to prepare for its implementation. From exposure analysis to claim strategy and defense, we work closely with employers and carriers to stay ahead of regulatory changes and minimize risk.

If you have questions about how HB 315 may affect your organization or would like guidance on preparing for these changes, we encourage you to connect with our team.