Changes to NJ Family Leave Act
May 11, 2026 | Written by: | Share
Beginning July 17, 2026, amendments to the New Jersey Family Leave Act (NJFLA) will take effect, as per bill A-3451/S-2950.
Most notably, the revisions will expand protection under NJFLA by reducing the employer coverage threshold from 30 employees to 15 employees. This means that employees of organizations with 15 or more employees will have the right to be reinstated to employment after taking family temporary disability leave benefits or unpaid family leave. This ensures that more workers who pay for temporary disability benefits (TDB) or family leave insurance (FLI) will be able to return to work after taking these benefits.
Employees of employers with 15 or more employees will be entitled to 12 weeks of job-protected leave, whether that leave be paid or unpaid. The amended law also provides that an employee, regardless of employer size, be restored to the position held when the leave commenced, or to an equivalent position of like seniority, status, employment benefits, pay, and other terms and conditions of employment.
Also under the amended law, the minimum length of employment will be reduced from 12 months to 3 months, and the minimum base hours from 1,000 to 250. Eligible employees will have the option to use earned sick leave, temporary disability benefits, or family temporary disability leave benefits (whichever is applicable). Employees may also select the order in which the different kinds of leave are taken, but may not receive more than one kind of paid leave simultaneously during any period of time.
Employers who need guidance adhering to the amended NJFLA may contact a Gebhardt & Kiefer employment law attorney for assistance by calling 908-735-5161.
Matthew P. Lyons, Esq. is a partner with Gebhardt & Kiefer, PC. He concentrates his practice on civil litigation, primarily in the areas of insurance defense, civil rights, and representation of municipal government and other public entities. Contact Mr. Lyons at 908-735-5161 or via email.
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Any statements made herein are solely for informational purposes only and should not be relied upon or construed as legal advice.