By: Michelle J. Douglass


On January 12, 2024, New Jersey Governor Murphy signed S-723/A-822 into law, ushering in the New Jersey Domestic Workers’ Bill of Rights Act. Scheduled to take effect in July 2024, this landmark legislation aims to provide comprehensive protections for domestic workers, addressing issues of discrimination, harassment, health and safety, privacy, and employment conditions. This article delves into the key provisions of the Act and outlines the steps employers must take to ensure compliance.

Key Provisions of the Act:

  1. Anti-Discrimination and Anti-Harassment Protections:
  • The Act extends anti-discrimination and anti-harassment rights to domestic workers, safeguarding them against discriminatory practices based on race, gender, sexual orientation, religion, disability, and other protected characteristics.
  1. Health and Safety Protections:
  • Domestic workers are entitled to a safe and healthy work environment under the Act. Employers must ensure compliance with relevant occupational health and safety standards to mitigate risks and hazards in the workplace.
  1. Privacy Rights:
  • The Act recognizes the importance of privacy for domestic workers. Employers are prohibited from infringing upon the privacy of domestic workers and must respect their personal space and confidentiality.
  1. Amendments to State Wage and Hour Law:
  • Certain domestic workers will now be covered under the New Jersey State Wage and Hour Law, ensuring that they receive fair wages, overtime pay, and other benefits mandated by the law.
  1. Written Contracts Requirement:
  • Employers are obligated to enter into a written contract with domestic workers, outlining the terms and conditions of employment, including wages, work hours, duties, and termination procedures.
  1. Rest and Meal Break Requirements:
  • Domestic workers are entitled to rest and meal breaks as prescribed by the Act. Employers must schedule adequate break times to promote worker well-being and prevent burnout.
  1. Advance Notice of Termination:
  • Employers must provide advance notice to domestic workers before terminating their employment, offering them a reasonable period to seek alternative employment and make necessary arrangements.
  1. Penalties for Violations:
  • The Act imposes penalties for violations of its provisions, including fines and other disciplinary measures, to ensure accountability and deter non-compliance.

Compliance Measures for Employers:

  1. Review and Update Employment Policies:
  • Employers should review their existing policies and procedures to ensure alignment with the requirements of the Act. Updates may be necessary to incorporate provisions related to anti-discrimination, health and safety, privacy, and contractual agreements.
  1. Develop Written Contracts:
  • Employers must prepare written contracts outlining the terms of employment for domestic workers. These contracts should be comprehensive, clearly specifying wages, work hours, duties, and termination procedures, among other relevant details.
  1. Provide Training and Education:
  • Training sessions on the rights and responsibilities outlined in the Act should be conducted for both employers and domestic workers. This will promote awareness and understanding of legal obligations and facilitate compliance.
  1. Implement Health and Safety Measures:
  • Employers should implement measures to ensure a safe and healthy work environment for domestic workers, such as conducting risk assessments, providing necessary safety equipment, and offering training on occupational health and safety protocols.
  1. Establish Grievance Procedures:
  • Employers should establish grievance procedures to address complaints or concerns raised by domestic workers regarding discrimination, harassment, or other violations of their rights. These procedures should be accessible, transparent, and responsive to worker needs.
  1. Maintain Records:
  • Employers must maintain accurate records of domestic workers’ employment, including contracts, work schedules, wages, and any relevant correspondence. These records serve as documentation of compliance with the Act and may be required for regulatory purposes.


The New Jersey Domestic Workers’ Bill of Rights Act represents a significant step towards ensuring fair treatment and protection for domestic workers in the state. By understanding the key provisions of the Act and taking proactive steps to comply with its requirements, employers can uphold the rights and dignity of domestic workers while fostering a culture of respect and equality in the workplace. As the Act comes into effect in July 2024, it is imperative for employers to prioritize compliance and embrace a commitment to upholding labor standards and human rights.