This bill increases the amount of paid leave available to public employees in New Jersey who serve in the United States Reserves or National Guard. Under the new provisions, these employees would receive up to 90 work days of paid leave for federal active duty, an increase from the current limit of 30 days. Any time served beyond the 90-day cap would remain unpaid but would not count against the employee's accrued time off. The change applies to full-time or permanent officers and employees across state, county, and municipal agencies.
This bill allows employees of the Port Authority of New York and New Jersey to take paid leave when performing military duties or attending required military training. It covers all types of workers, including full-time, part-time, temporary, and probationary staff, ensuring they do not lose seniority, vacation time, or promotion opportunities while on leave. Employees will receive their regular pay for up to 30 days or 22 working days in a calendar year for active duty, with additional provisions for those serving in combat zones to access healthcare services. The legislation also ensures that pension contributions continue during military leave, with options for employees to make up any shortfall in payments.
This bill amends New Jersey's existing family leave law to explicitly include gestational carriers and agreements between parents and gestational carriers in the definition of a child and parent. It clarifies that employees are eligible for family leave to care for a child born through a gestational carrier arrangement or to provide care during a gestational carrier's pregnancy and recovery period. The legislation also updates eligibility requirements for employers, adjusting the minimum employee count thresholds based on the date of employment, and expands the definition of employment to include certain contractual relationships. Additionally, the bill includes provisions for counting time during state-declared emergencies when determining employee eligibility for leave benefits.
This bill requires New Jersey state employees (including those at Rutgers and public universities) to be granted one additional paid leave day per year for observing Eid al-Fitr and Eid al-Adha, beyond their standard administrative leave. It also mandates that public school districts record absences for these holidays as excused, ensuring students aren’t penalized for missing class due to religious observance. The policy prevents such absences from appearing on transcripts or affecting eligibility for awards, tests, or graduation requirements when a parent’s written excuse is provided. It explicitly adds Eid al-Fitr and Eid al-Adha to the list of religious holidays for which student absences must be excused. The bill takes effect immediately upon enactment.
This New Jersey bill (A 1972) would gradually expand family leave protections by lowering the employee threshold for businesses to be covered under the law. Currently, businesses with 30+ employees must comply; the bill phases this down to 20 employees (after 365 days), then 10 employees (after 730 days), and finally to 5 or more employees (after 1,095 days). It directly affects small businesses (5-30 employees) by requiring them to provide job-protected family leave for eligible employees. The bill was introduced in 2026 but withdrawn because it was superseded by another law (P.L.2025, c.279) that already implemented similar changes.
New Jersey's A 3638 requires employers to provide up to two paid workdays for employees to attend school events involving their children (like conferences or meetings), in addition to existing earned sick leave. Employers covering these costs can claim tax credits equal to the wages paid for this leave, reducing their corporation business tax or gross income tax bill. The tax credits are capped at $10 million annually, and employers must apply through the Department of Labor. This bill directly affects private employers (including nonprofits and corporations) and their employees with school-aged children.
This bill requires New Jersey's Department of Health to create and distribute pamphlets about family leave programs (under the 1989 Family Leave Act) to healthcare providers. Specifically, maternity care facilities must provide these pamphlets to patients during discharge and display them in waiting areas. The materials will explain available family leave resources, and hospitals must include them in discharge plans for patients needing after-care assistance. This affects maternity care providers and patients transitioning home after hospital stays.
This bill (A 1166) requires the New Jersey State Police Superintendent to create a recovery leave policy for troopers who provide proof of pregnancy. It mandates at least eight weeks of continuous paid leave after childbirth, with full pay and benefits (not counted as sick leave or deducted from sick leave balances), and prohibits residency restrictions or integrity checks during this period. The policy must be posted on the State Police intranet, including required forms, FAQs, and contact information for inquiries. The bill was enacted into law (P.L.2025, c.259) and took effect immediately upon passage.
This bill expands paid leave for New Jersey public employees who serve in military reserves or National Guard. Currently, state/local government workers in federal reserve units get up to 30 paid work days per year for active duty training, while National Guard members get up to 90 days for active duty. The bill adds required inactive duty training (like routine drills) to these qualifying activities under the same annual limits. Public employers, including school districts, will be reimbursed by the state for any increased costs from this change.
This bill (NJ A3888) increases paid leave for New Jersey public employees who serve in the U.S. military Reserves. It directly affects state, county, school district, and municipal employees who are members of the Army, Navy, Air Force, Marine Corps Reserves, or affiliated National Guard units. The key change amends state law to provide **90 paid work days per year** for federal active duty (up from 30 days), with any leave beyond 90 days provided without pay but without loss of time. The policy change applies to permanent, full-time temporary, and certain other public employees serving in reserve components.
