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November 2022: New Jersey Minimum Wage Increase in 2023

17 Nov


Update Applicable to: 

All employers in the state of New Jersey.

What happened?
The minimum wage in New Jersey will increase at the beginning of 2023.

What are the details? 
In 2019, Governor Phil Murphy signed a law that gradually increases the state’s minimum wage to $15 an hour for most non-exempt employees. Since then, the state minimum wage has increased by $1 for more employers each year on January 1st.

Effective January 1, 2023, the following minimum wage increases will go into effect:

  • Most employers: increase from $13 to $14.13 per hour
  • Tipped employees: increase from $5.13 to $5.26 ($8.87 tip credit)
  • Seasonal and small employers (fewer than six employees): increase from $11.90 to $12.93
  • Agricultural employees: increase from $11.05 to $12.01
  • Long-term care facility staff: increase from $16 to $17.13

For more information, please see the links below:


What do employers need to do?
Employers should review the link above and adjust their payroll so that employees will have the correct wage by January 1, 2023.

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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