New Jersey Workplace Compliance
News & Resources
Business moves differently in New Jersey. From the densely populated Northeast corridor and major transportation hubs to manufacturing facilities, healthcare organizations, and businesses along the Jersey Shore, employers face a complex and fast-moving regulatory environment. To succeed in the Garden State, businesses need adaptability, diligence, and a strong commitment to keeping their people safe.
That commitment includes navigating New Jersey’s evolving workforce laws and regulations. The state is known for robust employee protections and active enforcement related to wage and hour compliance, paid leave, workplace safety, anti-discrimination requirements, and harassment prevention. For employers, falling out of compliance can result in costly fines, litigation, and reputational risk. Learn what you need to know to protect your employees and stay compliant with New Jersey law.
Stay on top of safety and compliance the right way with this New Jersey-specific information, but be sure to seek legal counsel when evaluating how these regulations may directly impact your business. Wherever available, KPA products are updated with the latest government notices and posters for employers.
New Jersey HR News
New Jersey Significantly Expands Family Leave Coverage
Who: New Jersey employers with 15 or more employees
When: Effective July 17, 2026
On January 17, 2026, then-Governor Phil Murphy signed A3451/S2950, amending the New Jersey Family Leave Act (NJFLA) and the laws governing Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) benefits. These amendments take effect on July 17, 2026, and mark the most significant expansion of the NJFLA.. They lower the employer coverage threshold, make it easier for employees to qualify for protected leave, and strengthen job protection rights.
Under current law, the NJFLA applies to employers with 30 or more employees and grants protected leave to employees who have worked for at least 12 months and logged at least 1,000 hours in the preceding 12 months. Both of those thresholds change materially on July 17, and smaller employers who have previously been outside the law’s scope now need to comply.
Expanded Employer Coverage
The employer coverage threshold drops from 30 employees to 15 employees, with all employees counted regardless of their location. This means that even an employer with only one New Jersey-based employee could be covered if the company’s total workforce reaches 15 or more. Notably, the coverage threshold will continue to decrease in subsequent years: to 10 employees as of July 17, 2027, and to five employees as of July 17, 2028.
Reduced Employee Eligibility Requirements
The eligibility criteria for NJFLA leave have been substantially lowered. Rather than requiring 12 months of employment and 1,000 hours worked, employees will now qualify after only three months of employment and 250 hours worked in the preceding 12 months. This change is expected to significantly increase the number of eligible employees, particularly in industries with part-time workforces or higher turnover.
Expanded Job Protections for TDI and FLI Recipients
The amendments add language to the TDI and FLI benefit statutes stating that employer must reinstate employees who receive those benefits to the same or equivalent position following their leave. Previously, TDI and FLI were treated as wage replacement benefit programs without an accompanying job protection guarantee. Other amendment language states that nothing in the change should be construed as modifying any entitlement provided by the NJFLA itself, which creates some ambiguity. Because the relevant language was added to the benefits statutes rather than the NJFLA directly, the precise scope of these new job protection rights remains unclear and employers should monitor for further guidance.
Employee Choice in Leave Sequencing
Employees who are eligible for paid sick leave under the New Jersey Earned Sick and Safe Leave Law and for either TDI or FLI benefits have the right to choose the order in which they use those benefits. Employees may not receive earned sick leave and TDI or FLI benefits simultaneously, so they may not use sick leave to supplement state benefit payments.
The NJFLA continues to provide up to 12 weeks of unpaid, job-protected leave during any 24-month period for qualifying reasons, including bonding with a new child within one year of the child’s birth or placement for adoption or foster care, to care for a family member with a serious health condition, and during a state of emergency to cover for a family member who is isolated or quarantined, and to care for a child whose school is closed due to a public health emergency. The amendment does not change the qualifying reasons.
How:
- Determine whether your organization now meets the 15-employee threshold under the amended law, counting all employees regardless of where they are located.
- Update your employee handbooks, and leave policies, to comply with the law.
- Ensure all employee leaves are tracked, including the start and return dates, the reason for leave, and who approved the leave.
- Train HR personnel, managers, and supervisors on expanded coverage, eligibility rules, reinstatement obligations, and anti-retaliation requirements.
- Post the updated NJFLA poster notice in your workplace once an updated version is released by the New Jersey Division on Civil Rights, and distribute updated poster notice to employees.
Additional Resources:
New Jersey Division of Civil Rights Discrimination in Employment
