Amendments to the New Jersey Family Leave Act (NJFLA) took effect on July 17, 2026, and the New Jersey Department of Labor and Workforce Development (NJDOL) issued new guidance with two sets of frequently asked questions (FAQs). The key takeaway: Employees who receive temporary disability insurance (TDI) or family leave insurance (FLI) benefits are entitled to job protection, even if their leave is not otherwise covered under the NJFLA or the federal Family and Medical Leave Act (FMLA). This is notable since TDI and FLI are wage-replacement programs, not leave entitlements in their own right.

Quick Hits

• The NJDOL has issued long-awaited guidance/FAQs on recent NJFLA amendments, which became effective on July 17, 2026.
• The guidance clarifies that employees receiving TDI or FLI benefits, whether through the state or a private insurance plan, are entitled to job protection for as long as they receive those benefits while on an otherwise unpaid leave of absence.
• The job protection is separate from reinstatement rights already provided under the NJFLA and FMLA, and there are no minimum employer size requirements or work history requirements.

Job Protection for Employees Receiving TDI/FLI Benefits

On January 17, 2026, then-Governor Phil Murphy signed into law amendments to the NJFLA. Under the new NJDOL guidance, employees who receive TDI or FLI benefits are entitled to up to twenty-six weeks of job-protected leave based solely on their receipt of those benefits, regardless...

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