N.J. Stat. Ann. § 10:5-1 et seq. § 10:5-12.10
Retaliatory actions prohibited
Operative Text
4. No person shall take any retaliatory action, including but not limited to failure to hire, discharge, suspension, demotion, discrimination in the terms, conditions, or privileges of employment, or other adverse action, against a person, on grounds that the person does not enter into an agreement or contract that contains a provision deemed against public policy and unenforceable pursuant to P.L.2019, c.39 (C.10:5-12.7 et seq.). L.2019, c.39, s.4.
Section 10:5-12.10 of the New Jersey Law Against Discrimination (N.J.S.A. 10:5-1 et seq.) prohibits any person from taking retaliatory action against someone because that person refused to sign an agreement or contract containing a provision that is deemed against public policy and unenforceable under P.L.2019, c.39. Retaliatory actions covered by this provision include, but are not limited to, failing to hire, discharging, suspending, demoting, or otherwise discriminating against someone in the terms and conditions of employment. The rule is designed to ensure that individuals cannot be punished in the employment context for declining to enter into agreements with unlawful clauses.
Plain English — not legal advice.
While § 10:5-12.10 is primarily an employment-law provision under N.J.S.A. 10:5-1 et seq., property owners and managers who employ staff should be aware that taking any adverse employment action against a worker because that worker declined to sign an agreement containing provisions voided by P.L.2019, c.39 is prohibited. Compliant operators generally review their employment agreements to ensure no clauses run afoul of the public-policy standards established by that law, and they avoid conditioning employment decisions on a worker's acceptance of such clauses. Maintaining clear, documented, and lawful hiring and employment practices helps demonstrate that any personnel decisions are made on permissible grounds.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Although § 10:5-12.10 under N.J.S.A. 10:5-1 et seq. is framed as an employment protection, tenants who also work for a landlord or property management company may find it relevant if they face adverse employment action after refusing to sign an agreement with provisions voided by P.L.2019, c.39. Individuals who believe they have experienced such retaliation may consider filing a complaint with the New Jersey Division on Civil Rights, which enforces the Law Against Discrimination, or consulting a tenant-rights or workers'-rights organization for general information about available remedies. Keeping records of any communications or actions taken around the time of a refusal to sign can be useful when exploring enforcement options.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated October 6, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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