In 2024, key legal updates significantly influenced the rights and responsibilities of New Jersey employees and businesses. These developments demand attention, as they shape workplace policies, employee protections, and employer compliance requirements. Both workers and companies benefit from understanding these changes to navigate challenges effectively and avoid costly missteps. Let’s go back in time and break down the year’s most impactful legal milestones and what they mean for you.
January: Independent Contractor Classification Clarified
The U.S. Department of Labor clarified rules on independent contractor classifications, addressing widespread concerns about misclassification. Employers must now ensure that workers who meet the six key criteria for employees are treated as such, including access to appropriate benefits. This guidance highlights the importance of proper classification to avoid penalties and ensure fairness.
Review these changes in our blog on independent contractor classifications.
April: Google Workers Protest and Corporate Activism
In a high-profile case, Google terminated employees protesting the company’s cloud computing contract with the Israeli government. Although the company acted within its legal rights, the case raises questions about balancing workplace activism with corporate policies. This incident underscores the complexities employees and businesses face when navigating workplace protests.
Learn more in our blog about the Google employees protesting case.
April: PWFA Final Ruling and Backlash
The Pregnant Workers Fairness Act (PWFA) introduced new employer obligations, requiring reasonable accommodations to the “known limitations of qualified employees or applicants, absent undue hardship” in relation to issues “arising out of pregnancy, childbirth, or related medical conditions.” The U.S. Equal Employment Opportunity Commission (EEOC) clarified these guidelines, ensuring protections for medical conditions related to pregnancy, childbirth, and recovery. This rule applies to businesses with 15 or more employees, setting a high standard for compliance.
The language in the final ruling and inclusion of abortion fueled early lawsuits from republican attorney generals.
Find out more about these accommodations in our blog on PWFA regulations.
April: FTC Renders Non-Compete Agreements Unenforceable
The Federal Trade Commission’s 2024 ban on noncompete agreements has rendered these once-common clauses unenforceable, even in existing contracts. This shift means businesses can no longer prevent former employees from working for competitors or starting their own ventures.
To address this change, employers can turn to non-solicitation agreements to protect client relationships and prevent poaching of staff, as well as non-disclosure agreements to safeguard confidential information. Revisiting contracts and offering employees valuable consideration, such as additional benefits, can ensure compliance while maintaining protection for business interests.
Get the breakdown in our blog on addressing unenforceable non-competes.
May: SCOTUS Decision on Workplace Discrimination (Title VII)
The Supreme Court made it easier for employees to pursue discrimination claims tied to job transfers. Employees now need only demonstrate that the transfer caused harm, rather than proving “significant harm.” This lowers the burden of proof and strengthens the protections for workers who face adverse employment actions under Title VII.
Learn more in our blog on the SCOTUS workplace discrimination ruling.
May: NJ Supreme Court Reinforces Stance Against Non-Disparagement Clauses
A landmark decision by the NJ Supreme Court reshaped the enforcement of non-disparagement clauses in senior-level severance agreements. Employers can no longer prevent executives and senior employees from discussing experiences of discrimination, harassment, or retaliation. This ruling emphasizes transparency and builds on New Jersey’s 2019 Law Against Discrimination.
Explore what this means for senior leaders in our blog about non-disparagement clauses.
June: SCOTUS Overturns Chevron Deference
The Supreme Court’s decision on Chevron Deference has redefined how regulatory authority is interpreted in employment law. Courts now have more autonomy to decide whether agencies like the U.S. Department of Labor or NJ Department of Labor acted within their legal bounds when creating regulations. This shift can affect how disputes are resolved and how businesses implement regulatory changes.
For a detailed analysis, read our blog on the Chevron Deference.
September: NJ State Assembly Expands Bereavement Protection
The New Jersey State Assembly expanded bereavement leave protections under the NJ Family Leave Act with Bill 3505, offering critical support to grieving parents. This includes time off for the loss of a child due to stillbirth, miscarriage, failed fertility treatments, or failed adoptions. These updates provide employees with time to grieve while ensuring workplace accommodations align with compassionate policies.
Discover the details of this important law in our blog on bereavement protections for NJ parents.
Why Legal Guidance Matters for Employees and Businesses
New laws and court rulings bring new challenges and opportunities. For employees, these changes can offer enhanced protections and enforceable rights. For businesses, they highlight areas where compliance is essential to avoid disputes or penalties. Navigating these developments with confidence requires understanding how they apply to your specific situation.
At Hamilton Law Firm, we specialize in providing expert legal support to employees and employers alike (and keeping you up to date on the latest news in NJ employment law). Whether you’re addressing a workplace issue or preparing your business for 2025, our team of NJ employment lawyers is ready to guide you. Contact us today to take the next step with clarity and assurance.