New Jersey employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers must provide up to 40 hours of earned sick leave per benefit year, accruing at a rate of 1 hour for every 30 hours worked.

N.J.S.A. 34:11D-1 et seq. · effective Oct 2018 · source

Employers with 30 or more employees must provide up to 12 weeks of job-protected, unpaid family leave in a 24-month period for qualifying family reasons.

N.J.S.A. 34:11B-1 et seq. · effective Jun 2019 · source

Employers with 100 or more employees must provide 90 days' notice and mandatory severance of one week's pay per year of service for mass layoffs or transfers.

N.J.S.A. 34:21-1 et seq. · effective Apr 2023 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Employers with 10 or more employees must annually distribute and conspicuously post the CEPA whistleblower protection notice.

N.J.S.A. 34:19-7 · effective Sep 2004 · source

Employers with 50 or more employees must provide a gender equity notice to all employees upon hire, annually, and upon request.

N.J.S.A. 34:11-56.12 · effective Jan 2014 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Discharged or resigning employees must be paid all wages due no later than the regular payday for the pay period in which the termination occurred.

N.J.S.A. 34:11-4.3 · effective Jan 1965 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

New Jersey state minimum wage

N.J.S.A. 34:11-56a4 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employers with 10 or more employees must disclose the hourly wage or salary range and a general description of benefits in all job postings.

P.L. 2024, c. 95 (N.J.S.A. 34:11-56a39) · effective Jun 2025 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Employers must provide a 30-minute meal break to employees under the age of 18 after 5 consecutive hours of work.

N.J.S.A. 34:2-21.17d · effective Jun 1940 · source

Employers with 15 or more employees cannot inquire about an applicant's criminal history during the initial employment application process.

N.J.S.A. 34:6B-11 et seq. · effective Mar 2015 · source