New Jersey Employment Lawyer | Workplace Rights Attorney

Employment Attorney Serving New Jersey Workers and Employers

New Jersey provides some of the strongest employee protections in the country. The New Jersey Law Against Discrimination (LAD) is broader than federal anti-discrimination statutes, covering more protected categories and applying to employers of all sizes. The NJ WARN Act requires advance notice for mass layoffs with lower employee thresholds than the federal version. The NJ Wage Payment Law, Wage Theft Act, and earned sick leave requirements create additional compliance obligations for employers and protections for workers. Whether you are an employee facing a workplace issue or an employer navigating NJ employment regulations, experienced legal counsel is essential.

Agarunov Law Firm represents both employees and employers in New Jersey employment matters. We handle employment contracts, severance negotiations, non-compete disputes, workplace discrimination claims, wrongful termination, and regulatory compliance. Our Englewood office at 285 Grand Avenue serves clients throughout Bergen County and northern New Jersey, and our Manhattan office at 30 Broad Street provides access for clients with workplace issues in both states.

NJ Law Against Discrimination (LAD)

The NJ LAD is one of the most comprehensive anti-discrimination statutes in the nation. It prohibits employment discrimination based on race, religion, color, national origin, sex, pregnancy, gender identity, sexual orientation, disability, age, marital status, familial status, military service, and genetic information. Unlike federal Title VII, the LAD applies to all employers regardless of size. It also provides for individual liability of supervisors and managers who engage in or facilitate discriminatory conduct. We represent employees who have experienced discrimination, harassment, or retaliation in violation of the LAD, and we advise employers on compliance with its requirements.

Employment Contracts and Restrictive Covenants

New Jersey employment relationships are governed by both statutory requirements and contractual terms. We draft and review employment agreements, offer letters, independent contractor agreements, and the restrictive covenants that often accompany them. New Jersey courts evaluate non-compete agreements under a reasonableness standard, considering whether the restriction protects a legitimate business interest, is reasonable in geographic scope and duration, and does not impose undue hardship on the employee. Learn more about NJ employment contracts.

Severance Agreements

When employment ends, the terms of separation can significantly affect both the departing employee and the employer. We negotiate severance packages that address compensation, benefits continuation, non-disparagement provisions, release of claims, and restrictive covenant modifications. For employees over 40, the Older Workers Benefit Protection Act (OWBPA) imposes specific requirements on the release of age discrimination claims that must be followed for the release to be enforceable. Learn more about NJ severance agreements.

NJ Wage and Hour Compliance

New Jersey's wage and hour laws impose requirements on employers regarding minimum wage, overtime pay, meal and rest breaks, pay frequency, and wage statement disclosures. The NJ Wage Theft Act, enacted in 2019, significantly increased penalties for wage violations and extended the statute of limitations for wage claims to six years. We advise employers on compliance with NJ wage laws and represent employees who have not received the compensation they are owed.

Wrongful Termination

New Jersey recognizes claims for wrongful termination in violation of public policy, the LAD, whistleblower protections under the Conscientious Employee Protection Act (CEPA), and contractual obligations. CEPA provides broad protection for employees who report or refuse to participate in activities they reasonably believe are illegal, fraudulent, or contrary to public policy. We evaluate wrongful termination claims and pursue appropriate legal remedies for employees whose rights have been violated.

Why NJ Clients Choose Agarunov Law Firm for Employment Matters

Experienced with the NJ Law Against Discrimination, CEPA whistleblower protections, and NJ wage and hour laws.
Represent both employees and employers, providing perspective on both sides of workplace disputes.
Englewood office at 285 Grand Avenue serving Bergen County and northern NJ.
Licensed in both New York and New Jersey for workplace issues spanning state lines.
Free initial consultations for all employment law matters.

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New Jersey Employment Law FAQ

Does the NJ Law Against Discrimination apply to small employers?

Yes. Unlike federal Title VII, which applies to employers with 15 or more employees, the NJ LAD applies to all employers regardless of size. This means even small businesses with one employee must comply with the LAD's anti-discrimination and anti-harassment requirements.

Are non-compete agreements enforceable in New Jersey?

NJ courts enforce non-compete agreements that are reasonable in scope, duration, and geographic area, and that protect a legitimate business interest such as trade secrets or client relationships. Courts may modify overly broad agreements rather than invalidating them entirely. An attorney should review any non-compete before you sign it or before you leave a position subject to one.

What is the NJ WARN Act?

The NJ WARN Act (Millville Dallas Airmotive Plant Job Loss Notification Act) requires employers with 100 or more employees to provide 90 days advance notice before a mass layoff or plant closing. This is more protective than the federal WARN Act, which requires only 60 days notice. Failure to provide adequate notice can result in severance pay obligations of one week of pay for each full year of employment.

What protections does CEPA provide for NJ whistleblowers?

The Conscientious Employee Protection Act protects employees who report, threaten to report, or refuse to participate in activities they reasonably believe violate a law, regulation, or clear mandate of public policy. CEPA protections apply regardless of whether the employee's belief is ultimately correct. Remedies include reinstatement, back pay, compensatory damages, and attorney fees.

How long do I have to file an employment discrimination claim in NJ?

Under the NJ LAD, you generally have two years from the date of the discriminatory act to file a lawsuit in court. You can also file a complaint with the NJ Division on Civil Rights within 180 days. The timeline can vary depending on the specific circumstances, so consulting an attorney promptly is important to preserve your rights.

What are NJ's wage payment requirements?

New Jersey requires employers to pay employees at least semi-monthly on regular paydays. Final wages must be paid by the next regular payday after termination. The NJ Wage Theft Act imposes significant penalties on employers who fail to pay wages, including treble damages, penalties, and attorney fees. Employees can recover up to six years of unpaid wages.

Does Agarunov Law Firm handle employment matters in both NY and NJ?

Yes. Many workplace issues involve both states, particularly for employees who live in one state and work in the other, or for employers with operations in both jurisdictions. We are licensed in both New York and New Jersey and advise on the interplay between each state's employment laws.