Is New Jersey an at-will employment state?

Yes, New Jersey is an at-will employment state, meaning employers can generally terminate employees for any lawful reason. However, New Jersey recognizes exceptions for discrimination, retaliation, and public policy violations.

What is the EEOC filing deadline in New Jersey?

New Jersey is an EEOC deferral state, so the filing deadline for most federal discrimination charges is extended to 300 days from the date of the alleged violation.

What is the minimum wage in New Jersey?

The minimum wage in New Jersey is $15.92.

What is the main employment discrimination law in New Jersey?

NJ LAD (N.J. Stat. Ann. §§ 10:5-1 to 10:5-50) is New Jersey's primary employment protection law. It covers employers with 1+ employees and protects against discrimination based on race, creed, color, national origin, nationality, and more.

New Jersey Employment Law

New Jersey Law Against Discrimination is one of the most protective state laws in the nation. Covers 1+ employees with no cap on damages, 2-year SOL, and the broadest protected class list of any state.

At-Will

Yes

Right-to-Work

EEOC Deferral

300 days

Min. Wage

$15.92

New Jersey State Laws (1)

NJ LAD

N.J. Stat. Ann. §§ 10:5-1 to 10:5-50

730 days

1+ employees

The New Jersey Law Against Discrimination is one of the most comprehensive and protective anti-discrimination employment laws in the nation. 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, making it one of the most powerful employee-side statutes in the country.

Protected Classes

racecreedcolornational originnationalityancestryagesex (including pregnancy and breastfeeding)gender identity or expressionaffectional or sexual orientationmarital statusfamilial statusdomestic partnership statuscivil union statusdisabilityatypical hereditary cellular or blood traitgenetic informationveteran statusmilitary serviceliability for service in the Armed ForcesAIDS/HIV status

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 — among the most powerful remedies available
✓No requirement to file with an administrative agency before suing — employees may proceed directly to Superior Court

Remedies

Back payFront payUnlimited compensatory damagesUnlimited punitive damagesEmotional distress damagesAttorney fees and costsInjunctive reliefReinstatement

File with: New Jersey Division on Civil Rights (DCR) or direct filing in Superior Court2 years (statute of limitations to file in court)

Federal Laws That Apply in New Jersey

These federal statutes protect workers nationwide, including in New Jersey. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

300 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

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.

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This 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: March 2026.