Insight & Commentary on New Jersey Workplace Law Issues & Developments
For New Jersey employers, whether your employment non-compete and non-solicitation agreements are enforceable depends on how well your covenants hold up under judicial scrutiny.
The Legal Framework
For New Jersey employers, restrictive covenants are not mere boilerplate; they are litigation instruments that require careful, strategic drafting and thoughtful deployment. The state relies on the Solari/Whitmyer…
New Jersey’s Conscientious Employee Protection Act (“CEPA”) is generally considered to be one of the broadest whistleblower statutes in the country, enacted to “protect and encourage employees to report illegal or unethical workplace activities.” Due to CEPA’s broad nature, employers often struggle to identify strategies to dispose of CEPA claims short of settlement or trial.
In January 2025, the New Jersey Division on Civil Rights (DCR) issued guidance explaining the New Jersey Law Against Discrimination (LAD) applies equally to decisions made with the assistance of artificial intelligence (AI). Employers cannot avoid liability because an algorithm, not a person, made or influenced an employment decision is the message.
What Is Algorithmic…
AI tools offer a multitude of potential benefits in the workplace. They can also create significant legal, privacy, and cybersecurity risk if not properly managed. Adopting an employee AI Acceptable Use Policy can help manage that risk.
Below are five key reasons why HR professionals and in-house counsel should prioritize the development of an…
This blog will provide timely commentary on developments in New Jersey employment and workplace law, including legislative and regulatory changes, key court decisions and evolving workplace issues. Its purpose is to offer clear, practical insights that help readers understand how legal developments may impact employers and the workplace.
Designed for employers, HR professionals, and others…
