New Jersey

Below you will find any recent or upcoming changes to the family and medical leave and/or leave income replacement benefit law(s) within this state.

Last Updated: 09/28/2024

New Jersey Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) and New Jersey Family Leave Act (NJ FLA)

What is the Update?

New Jersey Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI)

Update (09/13/23): The maximum weekly benefit amount will increase to $1,055 in 2024 (from $1,025 in 2023). Also as of January 2024, to qualify for NJ FLI or TDI benefits, an employee must have worked 20 weeks earning at least $283 weekly or have earned a combined total of $14,200 in the base year – this is an increase from the previous requirement of earning at least $260 weekly, or a combined total of $13,000 in the base year.

Regarding contributions rates for the FLI program: For employees, the taxable wage base is up to $161,400. For new employers, the 2024 TDI maximum taxable wage base is $42,300. For all other employers, the state plan contribution ranges from 0.1% to 0.75% of annual wage cap. See rates for each year via the “NJ TDI/FLI rate information, contributions, and due dates” on their website, linked in the “resources” section below.

Update (09/28/23): The Department has confirmed there will be no employee contributions for TDI in 2024. Additionally, the withholding rate for FLI was confirmed to be 0.09% of the taxable wage base ($161,400), with a maximum annual contribution of $145.26.

Handbook/Policy Updates

Updates to your company handbook may need to be made if you include New Jersey state-specific income replacement benefits information. 

Notice Requirements

Employers are required to post form PR1 and PR2 in a conspicuous location – see below for a link to the PR1 and 2 forms:

The updated NJFLA law poster can be found here:

Larkin Action

The Larkin Company will consider any law changes carefully, and update our internal resources and processes, as well as our employee leave information packets, if necessary.

Further Company Considerations

Please be sure to adjust your contributions in line with the updates, effective 2024.

Ensure you are offsetting any salary continuation/company top-up pay aligned with the new benefit rate maximum, where applicable. The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations, accordingly, if we handle these services for you.*

*Claims that start in 2023 will be awarded 2023 benefit rates. Claims that begin on or after January 1, 2024 will be eligible for the new maximum benefit rate.

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The Larkin Company has taken reasonable steps to ensure the accuracy of the information on this page, however we make no representation or warranty of any kind as to its accuracy or completeness. These resources should not be construed or substituted for legal advice. Accordingly, before taking any actions based upon such information provided herein, we encourage you to seek competent legal advice from a licensed attorney or appropriate professionals.