Official Site of The State of New Jersey

Under the Domestic Workers’ Bill of Rights, employers of domestic workers must provide them a written contract in their language—unless they are engaged in “casual work” or work less than five hours a month.

“Casual work” is work that is irregular, uncertain, or incidental in nature and duration, and different in nature from the type of paid work in which the employee is customarily engaged.

It is against the law for you to retaliate against a worker asking for a contract. It is your responsibility to create a contract for your worker.

If you hire a worker jointly employed by more than one entity, all the employers must sign the contract.

Contracts must be in English and the worker's preferred language.

NJDOL has model written contract available in English, and a version where you can provide a translation in the worker's preferred language.

• Model contract in English
• Model contract for translation

As bilingual model contracts become available, they will be made available on this webpage.

If you work with a referral or employer agency, they are required to notify you of this responsibility and provide NJDOL’s model contract to you.

Contracts must include:

• Job duties
• Wages, including overtime
• Work schedule
• Payment frequency
• Breaks, sleeping periods, leave, and paid holidays
• Transportation and housing details
• Term of contract
• Other agreed terms

Contracts cannot:

• Waive legal protections under federal, state or local laws
• Mandate pre-dispute arbitration agreements
• Contain non-disclosure, non-competition, or non-disparagement agreements. These agreements limit what workers can do or say after they leave your employment.
• Prevent workers from performing domestic services after they leave your employment

You must notify employees of their work rights and how to file a complaint, even if they work less than five hours per month.

NJDOL’s notice of employee rights required by the Domestic Workers’ Bill of Rights will be developed through the rulemaking process and published on this webpage.

Retaliation is against the law. See the section titled “Retaliation, complaints and penalties."

If you paid a domestic worker $1,000 or more in 2023 or 2024, after July 1, 2024 you must register as an employer, file quarterly wage records, and make tax contributions to the state.

1) To become an employer, visit the Domestic Employer Starter Kit. There you will:  

• Obtain an Employer Identification Number (EIN) from the federal Internal Revenue Service (IRS);
• Register for NJ taxes
• Withhold Unemployment Insurance, Workforce and Temporary Disability Insurance and Family Leave Insurance contributions, as well as Gross Income Tax, from employees’ wages

2) Once you’re an employer, you will need to: 

• File form NJ-927H and quarterly forms WR-30 by January 31 of the year following the year wages were paid.

Further guidance for domestic employers regarding filings and contributions is forthcoming. 

If you misclassify a domestic worker as an independent contractor but they’re really an employee, or pay cash off the books, they’re still entitled to their rights under the Domestic Workers’ Bill of Rights – including a written contract.

See Unemployment and Temporary Disability contribution rate information.

By law, you must have Workers’ Compensation insurance for your employees. Under the Domestic Workers’ Bill of Rights, you are now personally liable and face penalties if you fail to insure your employee.

Workers' Compensation provides medical treatment, wage replacement, and permanent disability compensation to employees who suffer job-related injuries or illnesses.

You must provide your employee a written notice of Workers’ Compensation insurance coverage and cancellation of a workers’ compensation policy.

Learn more at nj.gov/labor/wc.

You must create and keep records on hours worked, pay rate, meal and rest breaks, leave time earned and used, and any existing written agreements.

Under the Domestic Workers’ Bill of Rights, if you do not maintain required records, or let NJDOL review records, NJDOL may draw a negative inference with respect to the missing or inaccessible records.

You must notify domestic workers before ending their employment.

• Most workers: two-week notice
• Live-in workers: four-week notice

If you don’t notify a worker properly, the worker may be entitled to receive severance pay based on their regular hours and pay.

There are some exceptions to the notification rule:

• If the worker committed significant misconduct, like abuse or neglect.
• If the domestic worker stays on their employment agency’s payroll after a placement ends, the employer does not need to provide a termination notice while the worker waits for a new placement.
• If the domestic worker is employed by an individual, not an agency, and that individual no longer needs the services. For example, if a patient dies and no longer needs health care.

Domestic workers may also be jointly employed. Employers with overlapping employment relationships with another hiring entity are jointly and severally liable for violations of the Domestic Workers’ Bill of Rights (N.J.S.A. 34:11-79a).

You can face financial penalties if you do not follow the law.

Referral and employment agencies must provide domestic workers and their employers with information concerning the contract requirements and are required to make NJDOL’s model contract available to the employer.

See the “Right to a written contract” tab for more details.

Domestic workers may also be jointly employed. Employers with overlapping employment relationships with another hiring entity are jointly and severally liable for violations of the Domestic Workers’ Bill of Rights (N.J.S.A. 34:11-79a).

You can face financial penalties if you do not follow the law.

You are required to pay your employees  at least the state minimum wage, and the rate agreed to when hired.

If your employee works over 40 hours per week, they are also entitled to 1.5 times their hourly rate for those hours.

Example: If you pay an employee $20 an hour regularly, then you must pay $30 an hour (1.5 x $20) for every hour worked over 40 hours each week.

You must pay your employees:

• regularly
• at least twice a month
• no more than 10 days after the end of the pay period

You can't require employees to accept direct deposit. You must pay by cash or check if they prefer.

You must provide employees with up to 40 hours of Earned Sick Leave to care for themselves or a loved one. Employees earn 1 hour of sick leave for 30 hours worked. Learn more at mysickdays.nj.gov

You do not have to pay employees when they leave the workplace for personal matters. However, they must be paid for their time at work.

• Pay for being called in: If they're called to work but sent home, they are due at least one hour of pay.
• On-call time: Counts as hours worked if the employee can’t address personal matters while they wait. For example, they're called into work very frequently or their time is very restricted.
• Live-in workers: Must be paid for at least 8 hours for each day they are on duty.
• Breaks: In some circumstances, you need to pay employees during breaks. Learn more under the “Right to breaks” tab. 
• Young workers: workers under 18 have limits to the number of hours they can work.

Under New Jersey law, you can apply the fair value of food and lodging you provide toward their wages due You do not need to take a credit for food and lodging, but you can choose to do so. Often, an employer chooses to take a credit as a way to meet their minimum wage obligation. 

You can only charge employees the actual cost of food and lodging. You cannot make a profit from the credit you take. You must keep records of the actual cost of food and/or lodging.

You cannot take a credit from employee wages if:

• You can’t determine and record the actual cost of food and lodging.
• If the lodging is not to code, for example, lacks heat or electricity.
• Providing food and lodging mainly benefits you, the employer. For example, if the employee provides round-the-clock care or if their sleep is regularly interrupted by work, so they must live on-site.

Calculating wages with food/lodging credit

Your employee works 40 hours a week and you pay them $12 per hour. This is below the state’s minimum wage.  

However, you provide your employee food and lodging worth $400 a week. 

Because you take a credit for the value of food and lodging, the total wages paid are $880. This includes $480 in cash wages ($12 x 40 hours) and $400 for food and lodging.  

When you divide $880 by 40 hours, the hourly rate for the week is $22, which is above the minimum wage.

Sometimes employers classify workers as independent contractors when they are really employees. Sometimes employers pay workers cash off the books. This means workers could miss out on work rights and benefits. 

You can face penalties if they misclassify your workers. Learn more here.

Please note that even if you are not registered with the state, and pay cash off the books, your workers are entitled to rights under the Domestic Workers’ Bill of Rights, including a written contract.

You must provide your employee with 10-minute paid breaks every four hours. You cannot prevent or discourage workers from taking rest breaks.

In some cases, you may provide an “on-duty” rest break when the employee is not relieved of all work duties. You can only require that the rest break be an “on-duty” rest break if the worker cares for someone that cannot be left alone. 

During an “on-duty” rest break, your employee should be allowed, as much as possible, to engage in personal activities, such as resting, eating, drinking, or making a personal call.

“On-duty” rest breaks must be agreed upon by both you and your employee in a written agreement. You must pay their normal rate during an “on-duty” rest break.

Your employee can opt out of the on-duty rest break agreement at any time, in writing. Then, you must provide them with an uninterrupted paid 10-minute rest break every four hours of work.

You must provide your employee with a 30-minute meal break after more than five hours worked in a row. You cannot prevent or discourage employees from taking a meal break.

A meal break may be unpaid only if you relieve the worker all duties and permit them to leave the worksite during the break. If not, you must pay them for the meal break.

In some cases, you may require that the meal break be an “on-duty” meal break. You can only require that the meal break be an “on-duty” meal break if the worker cares for someone that cannot be left alone. 

“On-duty” meal breaks must be agreed upon by both you and your employee in a written agreement. You must pay their normal rate during an “on-duty” meal break.

During an “on-duty” meal break, your employee should be allowed, as much as possible, to engage in personal activities, such as resting, eating, drinking, or making a personal call.

Your employee can choose to opt out of the “on-duty” meal break agreement at any time, in writing. Then you must provide them with an uninterrupted paid 30-minute meal break every five hours of work.

If your employee lives in your home, you can’t require them to work more than six days in a row without a 24-hour rest period. The 24-hour rest period can be unpaid.

The Fair Labor Standards Act has requirements for sleep time. Under this law, there are situations where an employer can exclude up to eight hours of an employee's on-site sleep from the time that they must be paid.

The requirements vary, depending on if they are a "live-in" employee, and if their shift is more or less than 24 hours.

If sleep time can be excluded, any interruptions to an employee's sleep time by a call to duty must be paid. If they're interrupted so that they cannot get reasonable periods of sleep totaling at least five hours, the entire period must be paid.

The US Department of Labor enforces the Fair Labor Standards Act, not NJDOL. Learn more on their website or contact them at: 609-538-8310 (Southern NJ) or 908-317-8611 (Northern NJ).

You cannot:

• Keep original copies of an employee's personal documents (passports, visas, etc.)
• Monitor or record employees:
  • using a bathroom
  • in their living quarters
  • where they get dressed

You cannot monitor or interfere with an employee's private communications, like phone calls and emails.

The NJ Domestic Worker Bill of rights requires the Commissioner to adopt occupational safety and health standards for domestic workers employed by individuals in the residences of the individuals from among standards that have been adopted and recognized by the US Department of Labor under the Occupational Safety and Health Act of 1970. Any such standards must be adopted by the Commissioner through formal rulemaking. The formal rulemaking process has yet to be completed.

With the passage of the Domestic Workers’ Bill of Rights, domestic workers are now covered under the New Jersey Law Against Discrimination (LAD).

The New Jersey Law Against Discrimination (LAD) prohibits discrimination and harassment in employment, places of public accommodation, and housing based on certain characteristics. This includes race, nationality, gender, etc.

The NJ Division on Civil Rights enforces the New Jersey Law Against Discrimination. Click here to find out more, or call 973-648-2700.

Employers may not retaliate against an employee for filing a complaint or participating in an investigation. It’s against the law.

Retaliation can look like:  

• Firing a worker  
• Reducing their salary  
• Increasing oversight on job duties  
• Changing their responsibilities   
• And more

Employers that break the law can face penalties.   

For the Domestic Workers’ Bill of Rights, there is a “rebuttable presumption”. This means if a worker reports a violation or talks about their rights and faces adverse actions within 90 days, the employer must prove that the firing or disciplinary action was not retaliation.  

You can face financial penalties if you do not follow the law.

Depending on a worker’s particular situation, NJDOL may be able to assist with immigration relief. NJDOL can support deferred action and/or certify U/T visa applications for victims of certain crimes and human trafficking.

Learn more at nj.gov/labor/immigration or email immigration-relief@dol.nj.gov with your questions.

This webpage provides general information, not legal advice. Regulations for the Domestic Workers Bill of Rights are still under development. Check back for updates.

I employ a full-time nanny who cares for my children in our home. Do I have new obligations under the Domestic Workers Bill of Rights?

Likely, yes. If you are the employer for the nanny, then under the law, you must:

• Inform the nanny of the Domestic Workers Bill of Rights.
• Provide a written contract to your nanny in their preferred language.
• Register as an employer with the State, file wage reports, and make contributions to the State Unemployment and Disability benefits funds. This applies if you paid a domestic worker $1,000 for services this year or last. A payroll company can handle these tasks, but you are responsible for ensuring they follow the law. See the Domestic Employer Starter Kit for more information.
• Ensure the nanny is paid the correct State minimum wage, overtime, and sick leave.
• Provide your nanny their right to breaks.
• Provide them with a minimum two-week notification before terminating their employment, and four-week notification for live-in nannies. There are some exceptions.

A cleaner comes to my house twice a month. She has other clients, and advertises her services like a business, with a business card and branded clothing. I pay her every time she cleans my home. Do I have new obligations under the Domestic Workers Bill of Rights?

Likely not. If the cleaner owns their own business, and you are not directing their work, schedule, breaks, etc. then you’re likely not considered an employer under this law and would not have new obligations.

I only speak English and my domestic employee is not fluent in English. How do I meet the written contract requirement? Should I pay a professional translator to translate the contract?

NJDOL is creating model contracts in multiple languages. Until they are available, you must provide the contract in your employee’s preferred language. You could use a professional translator.

See NJDOL’s model contract in English.

Does the domestic workers bill of rights apply to immigrant workers, regardless of their immigration status?

Yes. All domestic workers who meet the criteria in the bill are covered, regardless of their immigration status. If you are a covered employer under the law, you must:

• Inform them of the Domestic Workers Bill of Rights.
• Provide a written contract in their preferred language.
• Register as an employer with the State file wage report and make contributions to the State Unemployment and Disability benefits funds for your nanny. This applies if you paid a domestic worker $1,000 for services this year or last. A payroll company can handle these tasks, but you are responsible for ensuring they follow the law. See the Domestic Employer Starter Kit for more information.
• Ensure they are paid the correct State minimum wage, overtime, and sick leave.
• Provide them their right to breaks.
• Provide them with a minimum two-week notification before terminating their employment, and four-week notification for live in workers. There are some exceptions.

Hand in Hand Domestic Employer Network

• This organization is not a State agency, and their services are not officially affiliated with NJDOL. Contact them to determine if their services are appropriate for you.

National Domestic Workers Alliance - NJ Chapter

• This organization is a grantee of NJDOL’s CARE program. Contact them to determine if their services are appropriate for you