7 Protections for New Jersey Temporary Workers that Go into Effect in 2026

Businesses that rely on temporary workers, whether for seasonal needs, production support, hospitality, cleaning, construction, or other short-term help, should be aware of important updates coming to New Jersey’s Temporary Workers’ Bill of Rights. New rules take effect on August 1, 2026, and they expand what staffing agencies and the businesses that use them must provide to temporary workers. 

This law is designed to give temporary workers more clarity about their pay, job assignments, and rights. It also means businesses must be more organized in how they work with their staffing partners. 

What Temporary Workers Must Receive 

The updated law covers several practical areas that affect both agencies and their clients. 

Here’s what changes: 

1. More Detailed Written Information 

Temporary workers must receive written details about their assignments, including pay information, job location, schedules, and more. This builds on earlier requirements that took effect in 2023. 

2. Pay Transparency 

Temporary workers cannot be paid less than the average rate of pay and cost of benefits provided to your own employees performing the same or similar work. Businesses will need to coordinate closely with their staffing agencies to ensure pay rates align with this rule. 

3. Recordkeeping Requirements 

Staffing agencies must keep job-assignment records for six years. While this duty falls primarily on agencies, your business may be asked to provide information that helps them meet these requirements. 

4. Payments and Fees 

Temporary workers can request to be paid bi-weekly and can choose payment by check, cash, or direct deposit. Staffing agencies cannot charge workers for background checks, drug tests, or similar costs. 

5. Work Verification Forms 

Businesses using temporary workers must give those workers a verification form confirming the hours worked. 

6. No Restrictions on Permanent Job Offers 

A staffing agency cannot block a temporary worker from taking a permanent position with your business. Agencies may charge a placement fee, but they cannot prevent the hire. 

7. Enforcement and Penalties 

Workers can file complaints with the state or bring a civil lawsuit if the law is violated, which creates a real financial risk for businesses that are not compliant. 

Why Business Owners Should Pay Attention 

If you use staffing agencies, this law affects you even if the agency handles most administrative work. The more detailed requirements around pay, job information, and recordkeeping mean: 

• You may need to adjust how you communicate job details to your agency. 

• You should confirm your agency is following the law. 

• Pay-equity rules may increase costs for certain roles. 

• Your HR and operations teams may need small but important adjustments. 

This also matters during business sales, investments, or due diligence reviews, where temporary worker practices are often examined. 

If Your Business Needs Support 

We support businesses navigating these requirements through our Employment Law, Contracts, and Corporate Governance services.