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September 2022: New Jersey Now Protects Healthcare Workers After Sales, Mergers, and Other Control Changes

14 Sep


Update Applicable to: 
All employers of workers in healthcare facilities in the state of New Jersey.

What happened?
On August 18, Governor Murphy signed into law S315 (22R), which aims to protect employment, wages, and benefits during changes in control at healthcare facilities.

What are the details? 
Effective November 16, 2022, when a change in control occurs, the former and “successor” healthcare employers will now both have new and very significant legal obligations. This law can dramatically alter the landscape of healthcare acquisitions across New Jersey.

Below are some key points of the bill provided by the law firm Ballard Spahr LLP:

For more information, please see the links below:

Official Site of the State of New Jersey Article


What do employers need to do?
Employers should review the links provided above and continue the employment of eligible employees without reducing wages or paid to time off or reducing the total value of benefits.

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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