This bill amends New Jersey's earned sick leave law to explicitly allow employees to use accrued sick leave for immigration-related proceedings. It directly affects workers facing immigration court hearings, consultations with legal counsel, or other immigration-related legal matters. The key provision adds "time needed by the employee in connection with an immigration-related proceeding" as a permitted use under the existing sick leave statute. This change aligns with the state's existing framework for sick leave, which already covers medical care, family care, and domestic violence situations. The bill does not alter sick leave accrual rates or documentation requirements for this new purpose.
This bill would require most private employers in New Jersey to provide two hours of paid leave annually to employees for voting in general elections. Employees must give two business days' notice, and employers must display written notices about this right 10 days before elections. It excludes construction workers under union contracts, per diem healthcare employees, and public employees already receiving paid voting leave or holidays. Employers must pay for this leave at the employee’s regular rate (minimum wage if lower), with violations treated as wage law violations under New Jersey’s wage and hour law.
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 bill prohibits New Jersey local governments (counties, cities, towns) from requiring private employers to provide paid sick leave. It makes any local ordinance or rule mandating paid sick leave "null and void," shifting authority to state-level policy. The bill aims to prevent inconsistent local rules across the state, which the legislature claims would burden employers operating in multiple jurisdictions. It directly affects private employers in New Jersey and local governments that previously could set their own sick leave requirements. The law takes effect immediately upon passage.
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.
