New Jersey Strengthens Unemployment Laws

New Jersey has enacted several laws that impact unemployment processes by adding employer requirements and employee protections during labor disputes.

The Details

New Jersey Governor Phil Murphy signed into law:

• Amendments that add employer reporting requirements and amend certain deadlines in the benefits determination process. These changes take effect on July 1, 2023.
• Assembly Bill 4772, which expedites unemployment payments during certain labor disputes. The law took effect immediately and is retroactive to unemployment claims filed on or after January 1, 2022.

Amendments

Reporting Requirements

As background, employers must provide Form BC-10 immediately to employees upon their separation from employment. Under the amendments, employers must also, upon the separation of a New Jersey employee, simultaneously and electronically send to the New Jersey Department of Labor (NJDOL):

• A copy of Form BC-10; and
• A new form (to be published by the NJDOL with submission instructions) with specific information to enable the NJDOL to make a benefit determination, regardless of whether the separating employee files a claim. Employers must also provide this new form to separated employees.

Initial Benefits Determination Deadlines

Under the amendments, the following initial benefits determination deadlines take effect beginning on July 31, 2023:

Penalties

An employer that willfully fails or refuses to provide the required information (including the required separation information) would be required to pay a $500.00 fine or 25 percent of the amount “fraudulently withheld,” whichever is greater. Each day the failure or refusal occurs is treated as a separate offense.

Assembly Bill 4772

Assembly Bill 4772 applies to unemployment benefit claims filed on or after January 1, 2022 . The amended law now allows unemployment insurance benefits to be paid to employees:

• During an employer lockout even if a strike did not immediately precede the lockout.
• In 14 days (previously 30 days) following a strike.
• Immediately regardless of the timeframe if replacement workers are hired on either a permanent or temporary basis.

Finally, the amended law makes clear that employees may still receive benefits if an issue in the labor dispute is:

• A failure or refusal of the employer to comply with an agreement or contract between the employer and the claimant, including a collective bargaining agreement with a union representing the claimant; or
• An employer's failure or refusal to comply with a State or federal law pertaining to hours, wages, or other conditions of work.

Next Steps

New Jersey employers should review the new requirements and train HR personnel and supervisors on their obligations under the law.

Please contact your dedicated service professional with any questions.