New Jersey Family Leave Act Changes Are Now in Effect

As of July 17, 2026, important amendments to the New Jersey Family Leave Act (NJFLA) are now in effect, expanding leave rights for employees and increasing compliance responsibilities for many employers.

One of the most significant changes is that the NJFLA now applies to employers with 15 or more employees, down from the previous threshold of 30 employees. As a result, many businesses that were previously exempt are now required to comply with the law.

Employee eligibility has also expanded. Workers may now qualify for protected family leave after just three months of employment and 250 hours worked, replacing the previous requirement of 12 months of employment and 1,000 hours worked. This means more employees may become eligible for leave much earlier in their employment.

The amendments also include changes that may broaden job restoration rights and create additional compliance obligations for employers administering leave requests.

What Employers Should Do

NJWMA encourages members to:

• Review and update employee handbooks and leave policies.
• Ensure leave request forms and internal procedures reflect the new law.
• Train supervisors and HR personnel on the updated eligibility requirements.
• Consult legal counsel if you have questions about how the changes apply to your business.

These amendments could significantly impact moving companies that have 15 or more employees, particularly those that have not previously been subject to the NJFLA. Employers should take steps now to ensure they are in compliance and prepared to administer leave requests under the updated law.

For more information: Employers can review the New Jersey Department of Labor's guidance on the updated Family Leave Act and job protection requirements here: NJ Department of Labor – Job Protection & Family Leave Information. The New Jersey Division on Civil Rights also provides an overview of the New Jersey Family Leave Act at NJ Family Leave Act (NJFLA) Overview.