New Jersey Employment Law
New Jersey Law Against Discrimination is among the broader state-law protections. Covers 1+ employees with no cap on damages, 2-year SOL, and a broad protected class list.
At-Will
Yes
Right-to-Work
No
EEOC Deadline
300 days
state covers every basis
Min. Wage
$15.92
New Jersey State Laws (10)
NJ LAD
N.J. Stat. Ann. §§ 10:5-1 to 10:5-50
The New Jersey Law Against Discrimination is among the broader state-law anti-discrimination protections. It covers all employers with one or more employees and protects an exceptionally broad range of classes. There is no administrative exhaustion requirement — employees may file directly in state court within a 2-year statute of limitations. There are no caps on compensatory or punitive damages.
Protected Classes
Key Provisions
- ✓Covers all employers with 1 or more employees and protects one of the broadest lists of classes of any state
- ✓No cap on compensatory or punitive damages
- ✓No requirement to file with an administrative agency before suing — employees may proceed directly to Superior Court
Remedies
NJ Opportunity to Compete
N.J.S.A. 34:6B-11 et seq.
Employers with 15+ employees may not inquire about criminal history on initial application or during first interview.
Key Provisions
- ✓Employers with 15+ employees may not inquire about criminal history on initial application or during first interview.
Remedies
NJ CREAMMA (employment provisions)
N.J.S.A. 24:6I-52
Prohibits employers from taking adverse action solely on the basis of legal off-duty cannabis use; employers may still test for impairment, but must use a Workplace Impairment Recognition Expert (WIRE) for cannabis-specific drug-testing protocols.
Key Provisions
- ✓Prohibits employers from taking adverse action solely on the basis of legal off-duty cannabis use; employers may still test for impairment, but must use a Workplace Impairment Recognition Expert (WIRE) for cannabis-specific drug-testing protocols.
Remedies
NJ Conscientious Employee Protection
N.J.S.A. 34:19-1 et seq.
Among the broader state whistleblower protections. Protects employees who disclose, object to, or refuse to participate in activity reasonably believed to violate law, public policy, or — for healthcare workers — patient-care standards.
Protected Classes
Key Provisions
- ✓Among the broader state whistleblower protections. Protects employees who disclose, object to, or refuse to participate in activity reasonably believed to violate law, public policy, or — for healthcare workers — patient-care standards.
Remedies
NJ Diane B. Allen Equal Pay Act
N.J.S.A. 10:5-12(t) (amending NJ LAD)
Prohibits pay discrimination across all NJ LAD-protected classes (not just sex) for substantially similar work. Provides treble damages and 6-year lookback for discriminatory paychecks.
Protected Classes
Key Provisions
- ✓Prohibits pay discrimination across all NJ LAD-protected classes (not just sex) for substantially similar work. Provides treble damages and 6-year lookback for discriminatory paychecks.
Remedies
NJ SAFE Act
N.J.S.A. 34:11C-1 et seq.
Employers with 25+ employees must provide up to 20 days unpaid leave per 12-month period for victims (or family of victims) of domestic or sexual violence, usable for medical care, counseling, services, court attendance, or relocation.
Key Provisions
- ✓Employers with 25+ employees must provide up to 20 days unpaid leave per 12-month period for victims (or family of victims) of domestic or sexual violence, usable for medical care, counseling, services, court attendance, or relocation.
Remedies
NJ Family Leave Insurance
N.J.S.A. 43:21-25 et seq. (TDI); 43:21-39.1 et seq. (FLI)
Provides up to 12 weeks paid family leave benefits and up to 26 weeks paid temporary disability benefits, funded by employee payroll contribution and administered by NJ Department of Labor.
Protected Classes
Key Provisions
- ✓Provides up to 12 weeks paid family leave benefits and up to 26 weeks paid temporary disability benefits, funded by employee payroll contribution and administered by NJ Department of Labor.
Remedies
NJ WARN
N.J.S.A. 34:21-1 et seq.
Employers with 100+ employees must give 90 days' notice of mass layoff or termination of operations affecting 50+ employees and pay severance equal to 1 week per year of service (mandatory; not just penalty for failure to notify).
Protected Classes
Key Provisions
- ✓Employers with 100+ employees must give 90 days' notice of mass layoff or termination of operations affecting 50+ employees and pay severance equal to 1 week per year of service (mandatory; not just penalty for failure to notify).
Remedies
NJ Earned Sick Leave
N.J.S.A. 34:11D-1 et seq.
All NJ employers (regardless of size) must provide 1 hour paid sick leave per 30 hours worked, up to 40 hours/year. Usable for own/family illness, preventive care, school closures, or domestic-violence-related needs.
Protected Classes
Key Provisions
- ✓All NJ employers (regardless of size) must provide 1 hour paid sick leave per 30 hours worked, up to 40 hours/year. Usable for own/family illness, preventive care, school closures, or domestic-violence-related needs.
Remedies
NJ Family Leave
N.J.S.A. 34:11B-1 et seq.
Employers with 30+ employees must provide up to 12 weeks of unpaid, job-protected leave in any 24-month period for bonding with a new child or caring for a family member with a serious health condition. Family definition broader than federal FMLA.
Protected Classes
Key Provisions
- ✓Employers with 30+ employees must provide up to 12 weeks of unpaid, job-protected leave in any 24-month period for bonding with a new child or caring for a family member with a serious health condition. Family definition broader than federal FMLA.
Remedies
Federal Laws That Apply in New Jersey
These federal statutes protect workers nationwide, including in New Jersey. New Jersey enforces its own law on every basis these charge statutes reach, so the EEOC filing deadline is 300 days for each of them.
Check which laws apply to your situation in New Jersey
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.New Jersey laws are subject to legislative changes. Consult a qualified employment attorney in New Jersey for advice about your specific situation. Last reviewed: April 2026.