- posted: Feb. 01, 2026
Issues relating to workers’ rights under family and medical leave laws often trigger confusion and conflict. This area of employment law has evolved rapidly at both the state and federal levels over the past few decades, and a bill enacted in one of the last days of Governor Phil Murphy’s administration means more changes for New Jersey in the next few years.
Under the new law, companies employing 15 or more people in the state will be subject to the New Jersey Family Leave Act (NJFLA) starting on July 17, 2026. One year later, the law further expands to include firms with at least 10 employees, and then to companies employing five or more people in July 2028. This is a significant expansion from the previous standard, which applied to businesses with 30 workers or more.
Another major shift involves qualifications of individual employees for NJFLA benefits. Employees are now eligible for paid leave after just three months of employment and 250 hours of work. This is a reduction from the previous one-year/1,000 hour tenure requirements.
One of the trickiest elements of family and medical leave law is the interaction between various programs aimed at protecting employees’ positions in the event of a medical-related absence. A provision of the recently enacted bill says that an employee who missed work due to a temporary disability must be restored to their job, or an equivalent position, upon their return. There is some uncertainty as to how this will be applied, because the NJFLA, unlike the similar federal statute, does not cover situations relating to an employee’s own medical condition.
Whether your company is already operating under the NJFLA or will be included within one of the coming expansions, it is wise to speak with a knowledgeable New Jersey employment law attorney to avert compliance problems. You can discuss various issues, including tenure requirements and justifications for invoking the NJFLA, such as bonding with a newborn baby and caring for a family member with a serious health condition.
Barker, Gelfand, James & Sarvas, P.C. advises South Jersey clients on matters relating to family and medical leave benefits, as well as other employment law issues. For a consultation, please call 609-601-8677 or contact us online. Our main office is in Linwood and we meet with clients by appointment in our Pitman and Marlton satellite locations.
- posted: Feb. 01, 2026
Issues relating to workers’ rights under family and medical leave laws often trigger confusion and conflict. This area of employment law has evolved rapidly at both the state and federal levels over the past few decades, and a bill enacted in one of the last days of Governor Phil Murphy’s administration means more changes for New Jersey in the next few years.
Under the new law, companies employing 15 or more people in the state will be subject to the New Jersey Family Leave Act (NJFLA) starting on July 17, 2026. One year later, the law further expands to include firms with at least 10 employees, and then to companies employing five or more people in July 2028. This is a significant expansion from the previous standard, which applied to businesses with 30 workers or more.
Another major shift involves qualifications of individual employees for NJFLA benefits. Employees are now eligible for paid leave after just three months of employment and 250 hours of work. This is a reduction from the previous one-year/1,000 hour tenure requirements.
One of the trickiest elements of family and medical leave law is the interaction between various programs aimed at protecting employees’ positions in the event of a medical-related absence. A provision of the recently enacted bill says that an employee who missed work due to a temporary disability must be restored to their job, or an equivalent position, upon their return. There is some uncertainty as to how this will be applied, because the NJFLA, unlike the similar federal statute, does not cover situations relating to an employee’s own medical condition.
Whether your company is already operating under the NJFLA or will be included within one of the coming expansions, it is wise to speak with a knowledgeable New Jersey employment law attorney to avert compliance problems. You can discuss various issues, including tenure requirements and justifications for invoking the NJFLA, such as bonding with a newborn baby and caring for a family member with a serious health condition.
Barker, Gelfand, James & Sarvas, P.C. advises South Jersey clients on matters relating to family and medical leave benefits, as well as other employment law issues. For a consultation, please call 609-601-8677 or contact us online. Our main office is in Linwood and we meet with clients by appointment in our Pitman and Marlton satellite locations.
