Highlights
Impacted Employers: Private New Jersey employers and certain organizations.
Effective Date: Dec. 2, 2025
Summary: New Jersey has enacted legislation that expands prohibitions on employers requiring employees to attend meetings or listen to communications related to political or religious matters.
Next Steps: Review the changes under the law, train supervisors and provide the required notice.
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The Details
New Jersey has enacted legislation, Assembly Bill 4429, which expands prohibitions on employers requiring employees to attend meetings or listen to communications related to political or religious matters. Assembly Bill 4429 is effective Dec. 2, 2025.
Background
By way of background, the New Jersey Worker Freedom From Employer Intimidation Act prohibits an employer from requiring an employee to attend employer-sponsored meetings or participate in communications with an employer or their agents or representatives that are intended to communicate the employer’s opinion about religious or political matters.
Note: An employer could allow an employee to voluntarily attend employer-sponsored meetings or provide other communications to the employee, provided the employer notified the employee that they may refuse to attend the meetings or accept the communications without penalty.
Assembly Bill 4429
The law clarifies that political matters relate to an electioneering communication and the employee’s decision to join or support any political party or political, civic, community, fraternal, or labor organization or association.
The law also clarifies that an employer may:
- Communicate information:
- Require employees to attend trainings to reduce or prevent unlawful workplace harassment or discrimination.
See the text of the law for further details and covered organizations.
Employer Notice Requirements
Employers must post a notice of employee rights under the law in a visible place reserved for employment-related notices and in a place commonly frequented by employees.
Nonretaliation
Assembly Bill 4429 prohibits an employer from discharging, disciplining, penalizing, or threatening to take those actions because an employee refused to participate in a meeting or accept a communication under the law.
Next Steps