May 9, 2026

By: Ty Hyderally, Esq., Francine Foner, Esq., Aleisha Andino

New Jersey continues to move toward stronger workplace protections for women, with proposed legislation aimed at expanding family and sick leave and broadening coverage under the New Jersey Law Against Discrimination (NJLAD). These efforts reflect a growing recognition of the challenges many employees, especially women, face in balancing work and caregiving duties.

The bills currently under consideration are:

• A440: New Jersey Paid Prenatal Personal Leave Act

Introduced on: January 13, 2026

New Jersey Assembly Bill A440 would establish the “New Jersey Paid Prenatal Personal Leave Act,” requiring employers to provide up to 20 hours of paid prenatal leave per year for pregnant employees. This leave could be used for pregnancy-related medical care, such as checkups, testing, and procedures. Employers would be required to pay the employees’ leave at their regular rate for the leave taken, with the ability to take it in one-hour increments. The bill also limits employers from requiring disclosure of sensitive medical information as a condition of using the leave.

• A113: Bereavement Leave for Miscarriage and Stillbirth

Introduced on: January 13, 2026

This bill would expand the New Jersey Family Leave Act to include bereavement leave for pregnancy loss, such as miscarriage or stillbirth. The bill proposes to amend the definition of “family leave” to include “time to grieve.” By recognizing these experiences as qualifying events, the proposed legislation would ensure that employees can take protected time off to grieve without risking their jobs. It reflects a broader effort to treat reproductive health events with the same seriousness as other family-related leave needs.

• A4358: Expansion of Pregnancy-Related Temporary Disability

Introduced on: February 19, 2026

This proposed legislation would increase the period of pregnancy-related temporary disability benefits following childbirth from six weeks to eight weeks. The goal is to provide additional time for physical recovery and adjustment after delivery. By extending benefits, the bill acknowledges the medical realities of postpartum recovery and promotes better health outcomes for working mothers.

• A4704/ S2689: Accommodations for Breastfeeding Employees

Introduced on: March 16, 2026

This bill would require employers to provide reasonable accommodation for employees who are breastfeeding, such as break time and access to a private, non-bathroom space. The accommodation must be provided for the duration of the time the employee chooses to continue lactation. It also strengthens protections by proposing to add these rights to the New Jersey Law Against Discrimination.

• A4487/ S3779: Discrimination Based on Menstruation,

    Perimenopause, and Menopause

Introduced on: February 24, 2026

This bill seeks to expand the New Jersey Law Against Discrimination by explicitly prohibiting discrimination based on menstruation, perimenopause, and menopause. It would recognize that symptoms related to these conditions can impact an employee’s work and should be treated as protected characteristics. This measure represents a significant step toward addressing historically overlooked aspects of women’s health in the workplace.

A767: Denial of Insurance Coverage for Female Contraceptives Unlawful

 Introduced on: January 13, 2026

 This bill would make it an unlawful employment practice for employers to deny insurance coverage for female contraceptives, with limited exceptions for certain religious organizations. It is intended to ensure equitable access to reproductive healthcare as part of employee benefits. By doing so, the proposed legislation reinforces the principle that reproductive health care is an essential component of workplace equality.

While these proposals signal a clear push toward expanding workplace protections, they remain pending and their ultimate passage is uncertain. However, if enacted, these proposals would significantly strengthen protections for women in the workplace.

If you’d like to stay updated on the status of these bills, their progress can be tracked on the New Jersey Legislature’s official website.

If you feel that you are the target of discrimination, harassment, whistleblower retaliation, or some other issue in the workplace, or if you have any questions regarding your rights as an employee, you should seek out an experienced attorney who concentrates in employment law. Our firm has been concentrating in employment law for over twenty-three (23) years!

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