By: Jamie Davila, Esq.

February 18, 2025

 With the New Year and the recent shift in federal laws and federal departments, it is important to take a closer into changes in the law at the local level. Specifically in the State of New Jersey, in 2025, a set of new legislation will come into effect. They are as follows:

1. Minimum wage increases

Effective January 1, 2025, the minimum wage increases as follows:

Most Non-Exempt Employees:                            $15.49

Seasonal and Small Employers (less than 6):      $14.43

Agricultural Workers:                                          $13.40

Tipped Workers:                                                   $5.62

Long-Term Care Facility Direct Care Staff:        $18.49

2. Paid Leave Benefits (Family Leave, Unemployment, Disability, and Workers’ Compensation)

The maximum benefit rates for family leave insurance and the taxable wage base are recalculated each year based on the statewide average weekly wage in the second preceding calendar year. Effective January 1, 2025, the maximum weekly benefit rate increased to $1,081.

The maximum weekly benefit rate of Unemployment Insurance claims increased to $875. The maximum weekly Workers’ Compensation benefit rate for temporary disability, permanent total disability, permanent partial disability and dependency increased to $1,159.

3. Pay Transparency

Effective June 1, 2025, New Jersey employers with at least 10 employees during 20 calendar weeks or more doing business or taking applications for employment within the state must disclose the hourly wage or annual salary range and general benefits information in all job postings for new positions and transfer opportunities.

4. Employee Privacy Rights and Surveillance

Effective January 15, 2025, the New Jersey Data Protection Act expanded employee privacy protections by requiring employers to disclose the types of monitoring they use and ensure that data collection is limited to necessary business purposes. Employers are required to establish a clear policy that outlines how data is collected, stored and used.

5. Discrimination and Out of State Remote Workers

The New Jersey Attorney General released a clarified guidance on how the Division of Civil Rights can apply the New Jersey Law Against Discrimination to discrimination by New Jersey employers against their employees who reside and work remotely outside of New Jersey. Whether an employee working for a New Jersey employer lives in New Jersey, commutes to work from another state, or works remotely from outside New Jersey, the Law Against Discrimination protects the right to a workplace free from discrimination and bias based harassment. Therefore, an employee, regardless of their residency or where they physically work, including full time and part time remote workers, or workers with a hybrid schedule may seek a remedy for violations by New Jersey employers under the Law Against Discrimination. It is important to note that the Law Against Discrimination does not extend to individuals who work remotely in New Jersey for an employer in another state or to employees who commute from New Jersey for an employer in another state. Such employees must establish a nexus between their employer and New Jersey for the Law Against Discrimination to apply.

 En nuestra firma hablamos español. This blog is for informational purposes only. It does not constitute legal advice and may not reasonably be relied upon as such. If you face a legal issue, you should consult a qualified attorney for independent legal advice regarding your particular set of facts. This blog may constitute attorney advertising. This blog is not intended to communicate with anyone in a state or other jurisdiction where such a blog may fail to comply with all laws and ethical rules of that state or jurisdiction.