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New Jersey’s Division on Civil Rights Published FAQs Regarding Family Leave Act (FLA) 

16 Apr

Update Applicable to:Effective date
All employers in New JerseySee details below

What happened?

On February 20, 2024, New Jersey’s Division on Civil Rights (DCR) published its long-awaited “Frequently Asked Questions” (FAQs) regarding New Jersey’s Family Leave Act (FLA).

What are the details? 

The DCR issued FAQs to answer frequent questions, provide clarification, and further explanation of its interpretation of the NJFLA statute and regulations to assist employers in their compliance with the FLA. 

These FAQs do not create any new obligations, requirements, or rights under the FLA.

The DCR encourages us to use them as compliance guides and to review the other resources, such as the law, rules, and fact sheet. 

Business Considerations 

  • Use the FAQs as another tool to ensure compliance under the law. 
  • Adjust your policies, practices, and procedures if you need to do or find inspiration in the released material. 


Source References

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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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