This bill establishes safety and occupancy standards for seasonal farm worker housing in New Jersey. It directly affects farm operators who provide housing to seasonal agricultural workers and requires them to meet specific requirements, including: limiting occupancy to 50 people (up to 100 with proper exit routes), ensuring all sleeping areas are on the first floor, installing hard-wired smoke and carbon monoxide alarms, providing bathroom facilities within 200 feet, and obtaining annual certificates of occupancy. The standards apply exclusively to temporary housing used for seasonal work, not permanent housing, and prohibit cooking without compliant hoods. The commissioner must adopt these rules within six months of the bill's enactment.
This bill amends New Jersey's unemployment benefits law to clarify disqualification rules, primarily affecting agricultural workers. It specifies that workers who voluntarily leave agricultural jobs without "good cause" lose benefits until they work 8 weeks and earn 10 times their weekly benefit rate. The bill also adds protections: workers switching employers within 7 days (with equal pay/hours) won't lose benefits, and disqualifications for "misconduct" now require employers to provide written proof. It further clarifies that refusing work due to strikes, poor pay, or union requirements won't disqualify individuals. The bill is currently pending in the Assembly Labor Committee (introduced January 13, 2026).
This bill changes New Jersey's unemployment rules for workers who leave a job for another that later falls through. It extends the acceptable time window from 7 to 10 days for workers to accept a new job without losing benefits if the offer is rescinded through no fault of their own. Workers qualify for benefits if the new job's pay or hours match their previous position, and they left for a job starting within 10 days. The rule also adjusts the timeline if an employer terminates them early, starting the 10-day period from the planned departure date.
This bill requires employers to provide written information about an applicant's eligibility for specific family and medical leave benefits at the time of a job offer. It directly affects job applicants and employers in New Jersey, covering state and federal leave programs like the Family Leave Act and disability benefits. Employers must disclose whether an applicant will qualify for each benefit, explain any ineligibility reasons, and provide access to a state-maintained benefits webpage. Failure to comply results in a $500 civil penalty per violation. The law aims to increase transparency about leave rights before employment begins.
This bill would have established criminal penalties (fourth-degree crimes) for employers who knowingly falsify payroll records required under New Jersey's Prevailing Wage Act or make false statements on public works contractor registration forms. It directly affects employers working on public construction projects subject to prevailing wage requirements. Currently, such violations are punishable only as minor offenses (up to 90 days in jail), but this bill would have increased penalties to up to 18 months in jail or $10,000 fines. The bill was withdrawn on January 13, 2026, as it was approved as part of P.L.2025, c.356, meaning the changes are now law.
This bill amends New Jersey's Law Against Discrimination (LAD) to explicitly prohibit employers from discriminating based on "genetic information" in employment decisions. It adds genetic information to the list of protected characteristics (alongside race, gender, disability, etc.) that cannot be used to deny hiring, compensation, or employment terms. The key mechanism requires employers to avoid using genetic test results or family health history as a basis for employment actions. This directly affects all New Jersey employers and employees, ensuring health-related data (like genetic predispositions) cannot be used to discriminate. The amendment aligns with broader protections in the LAD but specifically clarifies genetic information as a prohibited factor.
This bill creates a $1,000 refundable tax credit for New Jersey taxpayers (or their dependents) who pay tuition for approved nurse aide training programs. To qualify, individuals must complete the training - based on the state's curriculum and approved by the Department of Health - and work 12 consecutive months as a Certified Nursing Aide (CNA) at a licensed long-term care facility. The credit is claimed in the tax year following this employment requirement and reduces tax liability, with any unused portion refunded if it brings tax owed to zero. It directly supports people entering the CNA workforce, aiming to address staffing shortages in nursing homes.
This bill amends New Jersey's Law Against Discrimination to explicitly state that sexual harassment and sexual assault are forms of unlawful discrimination based on sex. It directly affects employees and employers by clarifying that workplace sexual misconduct falls under existing sex discrimination protections. The key change is adding "sexual harassment and sexual assault" to the list of prohibited discriminatory practices in employment (Section 11). This provides clearer legal grounds for victims to file claims under the current law without requiring new legislation. The amendment does not change penalties or create new procedures - it only clarifies the scope of existing protections.
This bill (A 1312) requires New Jersey paid and part-paid fire departments to create and annually update a written policy addressing job-related needs of pregnant firefighters within 180 days of the bill's effective date. The policy must cover disclosure of pregnancy, medical certifications for duty limitations, availability of light-duty assignments, information on unsafe tasks, pregnancy leave use, and continued benefits. Departments must follow standards from the National Fire Protection Association or similar professional organizations when developing the policy. The bill was withdrawn on January 13, 2026, as it was superseded by another enacted bill (P.L.2025, c.192) that already addressed these requirements.
This bill establishes New Jersey's Second Chance Program within the Department of Labor and Workforce Development. The program provides career opportunities for formerly incarcerated individuals by partnering with labor organizations to identify and create employment pathways in local trades. It directly affects people recently released from prison who face significant barriers to stable work. The key mechanism requires labor organizations - defined as per federal law - to collaborate with the state in developing job placement plans, aiming to reduce recidivism through meaningful employment. The bill takes effect immediately upon enactment.
