In a recent ruling, a federal court in New Jersey granted an employer’s request to transfer a remote employee’s suit alleging age discrimination and unlawful failure to grant medical accommodation under both federal and New Jersey state law to a federal district court in the employer’s home state of North Carolina. The ruling underscores that employers may not necessarily open themselves to litigation in a state simply by having remote employees there.

• A New Jersey federal court granted a request to transfer venue in an age discrimination lawsuit involving a remote employee, transferring the lawsuit to a federal court in a district where the employer was located.
• The court determined that venue was appropriate where the employer is headquartered and where the alleged discriminatory decisions were made, rather than where the employee resides, and emphasized that litigation convenience weighed in favor of the employer’s home venue.
• This ruling highlights that having remote employees in a state does not automatically open an employer up to litigation in that state.

On March 3, 2026, the U.S. District Court of New Jersey, in Papa v. IAT Insurance Group, Inc., granted an employer’s motion to transfer venue to the Eastern District of North Carolina, ruling that the question of proper venue for such claims turns on where the alleged discriminatory decisions were made, not where the employee feels their effects.

Factual Background

The lawsuit involved claims brought by a New...

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