This bill protects working parents and legal guardians of school-aged children (Kindergarten through 12th grade) during school closures caused by state or public health emergencies. It prohibits employers from requiring these employees to work in person if their job can be done remotely, unless the employer proves remote work would cause an undue hardship to business operations. The law includes a rebuttable presumption that remote work is feasible if an employee has already worked remotely for two consecutive pay periods, and employers cannot penalize staff for requesting or using remote work. Violations carry escalating fines: $1,000 for the first offense, $5,000 for the second, and $10,000 for each subsequent violation.
This bill amends New Jersey's earned sick leave law to provide a compliance option for employers covered by collective bargaining agreements. Specifically, it allows such employers to meet the law's requirements by offering employees 40 or more hours of any paid time off (including vacation, personal, or sick days) per benefit year, rather than requiring separate sick leave accrual. This provision applies retroactively to the effective date of the original 2018 earned sick leave law (P.L.2018, c.10). It directly affects unionized workplaces by simplifying compliance through existing paid time off policies. The change does not alter the 40-hour annual limit or eligibility rules for employees.
This bill establishes a 10-year voluntary pilot program in New Jersey for employers to provide two fully paid medical leave days or two remote work days per month to employees with qualifying menstrual disorders, such as endometriosis or uterine fibroids. Employees must provide physician documentation confirming their condition. Employers participating in the program receive tax credits (100% of wages for leave, 25% for remote work) to offset costs, with an annual $10 million cap on total credits. The program prohibits discrimination against employees using these accommodations and requires employers to follow existing anti-discrimination laws. It directly affects employees with specific medical conditions and participating employers.
This bill would require employers with 20+ full-time employees (or public employers) to grant 15 paid days per year and an unpaid leave of absence to employees serving in elected state, county, or municipal office. Employees must provide written notice to their employer, and the leave would not interrupt their earned benefits, privileges, or credited service. The law does not apply to candidates running for office or those not yet serving in an elected position. It would take effect immediately upon passage. The bill was introduced to the Assembly Labor Committee on January 13, 2026.
This New Jersey bill (A113) expands bereavement leave eligibility to include miscarriage and stillbirth, explicitly adding these experiences to the existing family leave protections under the state's Family Leave Act. It directly affects employees working for employers with 30 or more staff (down from 50 under previous rules), allowing them to take up to 12 weeks of leave for these losses. The key mechanism clarifies that "family leave" now covers the death of a child or the miscarriage/stillbirth of a child, aligning with existing definitions of "child" and "family member." This change ensures employees can take time off for these personal losses without losing job protection, as defined by the amended statute.
This New Jersey bill (A 2142) allows married couples, domestic partners, or civil union partners to share up to 12 weeks of family leave benefits when welcoming a newborn or adopted child. Eligible employees can divide the leave weeks between them as they choose, rather than taking it all consecutively. The total benefit amount is calculated as six times the weekly benefit of the higher-earning partner for the first six weeks, plus six times the weekly benefit of the lower-earning partner for the next six weeks. This applies to benefits paid under the state's temporary disability insurance program for family leave related to a single birth or adoption. The bill is pending before the Assembly Labor Committee.
This bill changes how New Jersey temporary disability and family leave benefits are calculated for workers. Starting July 1, 2020, it increases the weekly benefit rate from two-thirds (66%) to 85% of an individual's average weekly wage, with a new cap of 70% of the statewide average wage (up from 53%). It also clarifies that daily benefits will be calculated based directly on the weekly rate, rather than using a one-seventh fraction. This directly affects workers in New Jersey who qualify for temporary disability or family leave benefits after the effective date. The change increases potential benefit amounts for eligible workers.
S 2015 requires most New Jersey employers to provide up to two full paid workdays for employees to attend their children's school events (like conferences or meetings), in addition to existing earned sick leave. Employers offering this benefit would receive tax credits equal to the wages paid during those days, reducing their corporate or income tax liability. The tax credits are capped at $10 million annually, with reports to the legislature on program usage. The bill is pending and would take effect in 2025.
This bill requires New Jersey State Police to create a recovery leave policy for troopers who provide proof of pregnancy. The policy must guarantee at least eight weeks of paid leave after childbirth with full benefits, not counting as sick leave or reducing sick leave balances, and must exempt troopers from residency restrictions or integrity checks during this period. The Superintendent must post clear information about the policy, including required forms, FAQs, and contact details, on the State Police intranet. Note: The bill was withdrawn on January 13, 2026, as it was already covered under P.L.2025, c.259.
New Jersey's S 1175 requires counties to establish independent crisis intervention programs providing mental health support for law enforcement officers, firefighters, and sheriff's officers after traumatic incidents. The programs must offer debriefing and counseling for issues like depression or stress stemming from critical events - such as shootings, hostage situations, or witnessing deaths - and cannot be housed at police or fire stations. Counties receive state reimbursement for program costs, and employers must allow officers to attend sessions without using paid leave. The law mandates participation in these services after critical incidents (defined as events involving weapons, injuries, or traumatic responses) before returning to duty, with pay protection for up to 30 days if deemed unfit for duty.
