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March 2023: Child Labor Law Abstract Notice Has Been Updated

28 Mar

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Update Applicable to:
All employers with employees who are aged 16 or 17 years old in the state of New Jersey.

What happened?
The New Jersey Department of Labor and Workforce Development has updated its Child Labor Law Abstract notice.

What are the details?
The updated notice reflects that working hours for minors have been expanded. In addition, during summer vacation, employees who are 16 or 17 years old may now not work more than 10 hours per day or 50 hours per week.

The poster was revised on March 21, 2023.

For more information, please see the links below:

New Jersey Employer Poster Packet

Child Labor Law Abstract Notice

What do employers need to do?
Employers should review the links above, post the newly updated notice, and ensure that their minor employees are not working more than 10 hours a day or 50 hours per week.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's New Jersey PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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