New Jersey SAFE Act Poster Required

AD-289 (4/22) 	
New Jersey SAFE Act	 	N.J.S.A. 34:11C-1 et seq.	
Leave of absence to address domestic or sexual violence	
This Notice Must Be Posted in a Conspicuous Place	
Eligible Employees
To be eligible, the employee must have worked at least 1,000 
hours during the immediately preceding 12-month period. Further, 
the employee must have worked for an employer in the State that 
employs 25 or more employees. 
Covered Reasons for NJ SAFE Act Leave
NJ SAFE Act leave may be taken for the purpose of engaging in 
any of the following activities by (1) an employee who is a victim of \
domestic violence or a sexually violent offense, or (2) an employee 
whose parent-in-law, sibling, grandparent, grandchild, child, parent, 
spouse, domestic partner, or civil union partner, or any other 
individual related by blood to the employee, or any other individual 
that the employee shows to have a close association with the 
employee which is the equivalent of a family relationship, is a victim 
of domestic violence or a sexually violent offense: 
(1) Seeking medical attention for, or recovering from, physical or  psychological injuries caused by domestic or sexual violence 
(2) Obtaining services from a victim services organization 
(3) Obtaining psychological or other counseling 
(4) Participating in safety planning, temporarily or permanently  relocating, or taking other actions to increase the safety from 
future domestic violence or sexual violence or to ensure the 
economic security 
(5) Seeking legal assistance or remedies to ensure health and  safety 
(6) Attending, participating in or preparing for a criminal or civil  court proceeding relating to an incident of domestic or sexual 
violence. 
When NJ SAFE Act Leave May Be Taken
Leave under the NJ SAFE Act must be used in the 12-month 
period immediately following an instance of domestic violence or a 
sexually violent offense. The unpaid leave must be taken at least 
one day at a time, and may be taken intermittently.
NJ SAFE Act and Other Leave Laws
Unpaid leave under the SAFE Act shall run concurrently with any 
paid vacation leave, personal leave, or medical or sick leave, or 
any family temporary disability leave benefits, that the employee 
elects to use during any part of the 20-day period of unpaid leave.  
If the employee requests leave for a reason covered by both the 
NJ SAFE Act and the Family Leave Act, N.J.S.A. 34:11B-1 et seq., 
or the federal Family and Medical Leave Act, 20 U.S.C. 2601 et 
seq., the leave shall count simultaneously against the employee’s 
entitlement under each respective law.
The New Jersey Security and Financial Empowerment Act (“NJ SAFE Act”) provides that certain employees are eligible 
to receive an unpaid leave of absence, for up to 20 days in a 12-month p\
eriod, to address circumstances resulting from 
domestic violence or a sexually violent offense.  
Notice and Documentation of NJ SAFE Act Leave	
Employees eligible to take leave under the NJ SAFE Act 
must, if the necessity for the leave is foreseeable, provide the 
employer with written notice of the need for the leave, unless 
an emergency or other unforeseen circumstance precludes 
prior notice. The employee must provide the employer with 
written notice as far in advance as reasonable and practicable 
under the circumstances. The employer has the right to require 
the employee to provide the employer with documentation 
of the domestic violence or sexually violent offense that 
is the basis for the leave. The employer must retain any 
documentation provided to it in this manner in the strictest 
confidentiality, unless the disclosure is voluntarily authorized in 
writing by the employee or is required by a federal or State law, 
rule or regulation.
Prohibition Against Retaliation   
Under the NJ SAFE Act
The NJ SAFE Act also prohibits an employer from discharging, 
harassing or otherwise discriminating or retaliating or 
threatening to discharge, harass or otherwise discriminate 
against an employee with respect to the compensation, terms, 
conditions or privileges of employment on the basis that the 
employee took or requested any leave that the employee 
was entitled to under the NJ SAFE Act, or on the basis that 
the employee refused to authorize the release of information 
deemed confidential under the NJ SAFE Act. Learn more at 
myworkrights.gov .
Seeking a Remedy Under the NJ SAFE Act
To obtain relief for a violation of the NJ SAFE Act, an aggrieved 
person must file a private cause of action in the Superior Court 
within one year of the date of the alleged violation. Learn more 
at njcourts.gov .
Need Additional Support?
You and your loved one deserve help coping with and finding 
safety from domestic or sexual violence. For additional support, 
contact:
New Jersey Coalition Against Sexual Assault Hotline
1-800-601-7200
New Jersey Domestic Violence Hotline
1-800-572-SAFE (7233)
Women’s Referral Central
1-800-322-8092	
New Jersey Department of Labor and Workforce Development