N.J. Stat. Ann. § 10:5-1 et seq. § 10:5-3.1
Findings, declarations relative to discrimination based on pregnancy, childbirth, related medical conditions
Operative Text
1. The Legislature finds and declares: a. That pregnant women are vulnerable to discrimination in the workplace in New Jersey, as indicated in reports that women who request an accommodation that will allow them to maintain a healthy pregnancy, or who need a reasonable accommodation while recovering from childbirth, are being removed from their positions, placed on unpaid leave, or fired; b. It is the intent of the Legislature to combat this form of discrimination by requiring employers to provide reasonable accommodations to pregnant women and those who suffer medical conditions related to pregnancy and childbirth, such as bathroom breaks, breaks for increased water intake, periodic rest, assistance with manual labor, job restructuring or modified work schedules, and temporary transfers to less strenuous or hazardous work; and c. It is not the intent of the Legislature to require such accommodations if their provision would cause an undue hardship in the conduct of an employer's business. L.2013, c.220, s.1.
Section 10:5-3.1 of the New Jersey Law Against Discrimination (N.J.S.A. 10:5-1 et seq.) sets out the Legislature's findings that pregnant workers in New Jersey face discrimination when they seek accommodations for a healthy pregnancy or recovery from childbirth. The provision establishes the state's intent to require employers to offer reasonable accommodations—such as additional bathroom breaks, rest periods, modified schedules, or temporary reassignment to lighter duties—for pregnancy and related medical conditions. Employers are not required to provide such accommodations if doing so would impose an undue hardship on their business operations.
Plain English — not legal advice.
Although § 10:5-3.1 is directed at employers rather than residential landlords, property management companies and housing operators who employ staff should be aware that this provision reflects New Jersey's legislative commitment to combating pregnancy-related discrimination in the workplace. Compliant employers under N.J.S.A. 10:5-1 et seq. generally document accommodation requests, engage in an interactive process with the employee, and assess whether a requested accommodation would cause undue hardship before making any employment decision. Operators who also act as employers should ensure their workplace policies align with the accommodations enumerated in § 10:5-3.1.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Section 10:5-3.1 of N.J.S.A. 10:5-1 et seq. reflects New Jersey's recognition that pregnant workers and those recovering from childbirth have a right to reasonable workplace accommodations, and that removing, suspending, or terminating an employee for requesting such accommodations may constitute unlawful discrimination. Workers who believe their employer has denied a pregnancy-related accommodation or retaliated against them for requesting one may have recourse under the New Jersey Law Against Discrimination. General enforcement paths include filing a complaint with the New Jersey Division on Civil Rights or consulting a tenant-rights or workers'-rights organization familiar with N.J.S.A. 10:5-1 et seq.
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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