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Involuntary Terminations: New Jersey

Involuntary Terminations requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: John Sarno, Employer's Association of New Jersey


  • Where verbal communications or the terms of an employee handbook have altered the at-will nature of employment and created an implied or express contract, New Jersey employees may only be terminated for just cause. See Termination for Cause.
  • Upon an employer's showing, employees discharged for certain types of misconduct may not be entitled to collect unemployment benefits. See Gross Misconduct.
  • The Conscientious Employee Protection Act (CEPA) guards New Jersey employees from retaliation in the workplace based on their objection to certain types of misconduct in the workplace. See The Conscientious Employee Protection Act.
  • The New Jersey Worker Adjustment and Retraining Notification Act (mini-WARN Act) significantly enhances the protections afforded to employees by federal legislation. See New Jersey WARN Act.
  • Covered call center employers must provide advance notice to the state before relocating a center or transferring its operations. See New Jersey Call Center Jobs Act.
  • The New Jersey Military Leave Law accounts for the employer's economic situation at the time the employee returns from military duty and seeks his or her job back, but may not require the employer to return the employee to the same job he or she vacated. See New Jersey Military Leave Law.