New Jersey § 34:11-74

§ 34:11-74.

a. An employer of a domestic worker shall provide a minimum two-week notification

period before termination of employment, and for live-in domestic workers a minimum

four-week notification period before termination of employment. b. The employer may terminate the employment without complying with the full notification

period based on a good-faith belief and without reckless disregard or willful ignorance

of the truth that the domestic worker has engaged in significant misconduct. c. Failure to provide notification as required under this section shall entitle the

domestic worker to severance pay in the amount of the worker's regular hourly rate

multiplied by the regular number of hours worked over the period of time during which

the required notification was not provided. d. As used in this section, the term “ significant misconduct ” means that the domestic worker abused, neglected, or caused any other harmful conduct

against the employer, members of the employer's family, or individuals residing in

the employer's household. e. The notification requirement in this section shall not apply if: (1) a domestic worker completes placement in a particular position and is not immediately

placed or scheduled for another position by an employer if the employer is a temporary

help service firm, employment agency, or other staffing or placement agency, health

care service firm, home health agency, or hospice provider, but the domestic worker

remains on the employer's payroll for future placement opportunities; or (2) a domestic worker is employed by an employer that is an individual and not a temporary

help service firm, employment agency, or other staffing or placement agency, health

care service firm, home health agency, or hospice provider, whether or not the employer

is the person receiving care from the domestic worker, and the domestic worker completes

or fulfills all duties of the position, and there is no longer a practicable need

for the position, including, but not limited to, if the domestic worker's employer

is an individual who has employed the domestic worker to care for a person who is

terminally ill and the terminally ill person passes away.