New Jersey has proposed legislation to advance work-life balance through a “right to disconnect” policy, reflecting growing concerns over after-hours work communications. This approach builds on existing labor laws focused on overtime, breaks, and scheduling but introduces protections against non-working hour intrusions. While not yet enacted as of early 2026, the bill highlights the state’s progressive stance on employee well-being.​
Right to Disconnect Bill
Assembly Bill A-4852, introduced in September 2024 by Assemblywoman Heather Simmons, requires employers to create policies allowing employees to ignore work-related emails, calls, or messages outside agreed non-working hours. Non-working hours must be defined in writing between employer and employee, with violations reportable after three incidents to the Commissioner of Labor and Workforce Development. The policy applies to both public and private sectors without diminishing other labor rights.​
Existing Labor Protections
New Jersey enforces overtime at time-and-a-half for non-exempt employees exceeding 40 hours weekly, aligning with federal FLSA standards, while exempt roles like managerial positions receive no such pay. Breaks are not mandated for adults, though minors under 18 get 30-minute rests every five hours; employers may require overtime as a job condition. Additional laws cover pay equity, WARN Act notices for layoffs, and flexible scheduling without minimum shift lengths.​
Implications for Work-Life Balance
This proposed right addresses remote work’s blur of boundaries, promoting mental health without altering compensation rules for actual work performed. Compared to states like New York or California with similar exploratory efforts, New Jersey emphasizes enforceable policies over outright bans on contact. Employers must adapt by documenting agreements to avoid complaints, potentially setting a model for national trends.​
