New Jersey, the Garden state, has so much to offer such as wonderful beaches, diverse communities, and historical sites to name a few things. Their local celebrations, festivities, and events are truly spectacular and showcase the state’s unique character. But how do New Jersey state holidays in 2025 impact business? Are employees entitled to a day off for federal and state holidays? And do you have to pay your employees for this time off?
In today’s guide, we will explain everything you need to know about the New Jersey calendar 2025. We will also explore New Jersey leave and labor laws that you need to keep in mind when you design your employee leave policies. That way, you can build flexible, inclusive, and compliant policies that help you build a happy workforce and attract and retain top talent.
Federal holidays 2025 New Jersey
The state of New Jersey observes all federal holidays designated by the US government.
Federal holidays 2025 New Jersey:
- New Year’s Day (Wednesday, January 1, 2025)
- Martin Luther King Jr. Day (Monday, January 20, 2025)
- A federal holiday in honor of the civil rights leader.
- Washington’s Birthday or Presidents’ Day (Monday, February 17, 2025)
- A federal holiday that is celebrated annually on the third Monday of February.
- Memorial Day (Monday, May 26, 2025)
- A federal holiday in honor of those who died in military service.
- Juneteenth (Thursday, June 19, 2025)
- A federal holiday in honor of the end of slavery in the United States.
- Independence Day (Friday, July 4, 2025)
- The national holiday celebrating the signing of the Declaration of Independence.
- Labor Day (Monday, September 1, 2025)
- A federal holiday in honor of the American labor movement.
- Columbus Day or Indigenous Peoples’ Day (Monday, October 13, 2025)
- A federal holiday in honor of Christopher Columbus. In recent years, Indigenous Peoples’ Day was started as a counter-celebration to remember the Indigenous communities of the United States including Native Americans, Native Alaskans, and Native Hawaiians.
- Veterans Day (Tuesday, November 11, 2025)
- A federal holiday in honor of all U.S. military veterans.
- Thanksgiving (Thursday, November 27, 2025)
- A federal holiday celebrating the harvest and giving thanks.
- Christmas (Thursday, December 25, 2025)
- The Christian holiday celebrating the birth of Jesus Christ.
Public sector employees are typically given the day off on these federal holidays, regardless of whether the holiday falls on a weekday or weekend. Private sector employees may or may not be given the day off for these federal holidays, depending on the employer’s policies. Some employers may allow employees to take the day off as paid or unpaid time off, while others may require employees to work on the holiday.
2025 holidays New Jersey: What are the state holidays?
New Jersey celebrates two state holidays in addition to the federal holidays listed above in 2025.
State 2025 holidays New Jersey:
- Good Friday (observed on April 18th, 2025)
- Lincoln’s Birthday (February 12th)
Good Friday is a Christian holiday that commemorates the crucifixion of Jesus Christ. It is observed on the Friday before Easter Sunday.
Lincoln’s Birthday is a state holiday in New Jersey that commemorates the birthday of Abraham Lincoln, the 16th president of the United States. It is observed on February 12th.
Juneteenth was also observed as a state and public holiday in New Jersey after Phil Murphy signed a bill designating it so in September 2020. However, the New Jersey holiday (also a state holiday in other states including Texas and New York) was officially recognized as a federal holiday by President Joe Biden in 2021 after a growing national movement. It is now observed nationally on June 19th, which is the day in 1865 when federal troops arrived in Galveston, Texas, to take control of the state and ensure the freedom of all enslaved people.
Other holidays such Rosh Hashanah, Yom Kippur, and Kwanzaa are not official state holidays, however, these holidays are often observed by many businesses and schools in New Jersey.
Are employers required to provide time off for holidays?
Employers in New Jersey are not required to provide time off for federal holidays in 2025 in New Jersey and NJ state holidays in 2025. However, many employers do choose to offer paid or unpaid time off for these holidays. The decision of whether or not to offer time off for the NJ holiday calendar 2025 will depend on your leave policy. For example, some employers offer a set number of days of paid leave, while other employers offer unlimited PTO, personal time off, VTO, or flexible time off.
What about federal and state employees?
The rules are different in the case of federal and state employees.
Federal employers in New Jersey typically offer employees a day off on federal holidays, such as New Year’s Day, Martin Luther King Jr. Day, and Memorial Day. They can also offer them a day off on state holidays.
If a federal employee works on a holiday, the employer typically pay time and a half for their hours worked. However, there are some exceptions to this rule. For example, public employers can ask employees who work in essential services, such as law enforcement or healthcare, to work on any of the 2025 holidays in New Jersey and they do not have to pay them time and a half.
Federal employees who do not work on a holiday are typically not paid for it. However, they may be able to use their accrued vacation or sick leave to cover the day.
What about state employees?
The rules for paid and unpaid time off for state employees in New Jersey vary depending on the employer. However, in general, state employers in New Jersey typically give employees the day off on federal and state holidays. This list provided by the state of New Jersey outlines exactly what holidays state employees will observe.
Some employers pay state employees for these holidays. Other state employers may require employees to use their accrued vacation or sick leave to cover these holidays. If you are a state employer and you do not offer time off for holidays, you are still required to pay employees for any hours that they work on a holiday.
In contrast to states like New York where it is recognized as a floating holiday, New Jersey statutes require public offices of the state to remain open on Lincoln’s Birthday.
New Jersey leave and labor laws
We are now going to explore the leave and labor laws in New Jersey that you should keep in mind when you create your employee time off policies.
Vacation leave in New Jersey
New Jersey does not have any state laws requiring private employers to provide paid vacation leave. However, many private employers offer paid vacation leave as a benefit to their employees. The amount of paid vacation leave that private employers offer varies, but it is typically based on the employee’s length of service. For example, an employee who has been with a company for 1 year may be eligible for 1 week of paid vacation. An employee who has been with the company for 5 years, in turn, may be eligible for 3 weeks of paid vacation.
In addition to paid vacation leave, some employers also offer unpaid vacation leave. Unpaid vacation leave is typically available to employees who have been with the company for a certain length of time and who have accrued a certain amount of paid vacation leave. Employees can use unpaid vacation leave for any reason, such as to take a personal day or to care for a sick family member.
In contrast to the above, public employers in New Jersey are required to provide paid vacation leave to their employees. The amount of paid vacation leave varies, but it is typically based on the employee’s job classification and length of service. For example, a police officer may be eligible for 3 weeks of paid vacation, while a teacher may be eligible for 2 weeks of paid vacation.
Finally, there are no state laws in New York that regulate how employees accrue vacation leave. As a result, employers are free to set their own vacation payout and PTO carry over policies. For example, some employers may pay out unused vacation leave when an employee terminates their employment, while others may not.
Family and medical leave
As with other states like Florida, California, and Colorado, New Jersey has its own state family and medical leave law, known as the New Jersey Family Leave Act (NJFLA). This complements the requirements of the federal Family and Medical Leave Act of 1993 which established practices for parental leave and leave for serious health conditions of employees and their family members.
Specifically, the New Jersey Family Leave Act (NJFLA) provides eligible employees with up to 12 weeks of paid family leave and up to 3 days of paid sick leave per year. You must also provide employees with certain job protections during this leave, including protection from discrimination and the right to return to the same or equivalent job with the same pay, benefits, and seniority. Employers in New Jersey must also continue paying employee health insurance coverage while they are on leave.
To be eligible for NJFLA leave, employees must:
- Have worked for their employer for at least 12 months.
- Have worked at least 1,250 hours in the previous 12 months.
- Be employed by an employer with at least 50 employees.
An employee can request NJFLA leave for the following reasons:
- The birth or adoption of a child.
- The placement of a child with the employee for adoption or foster care.
- To care for a family member with a serious health condition.
- In order to bond with a new child.
- To attend a qualifying military event.
New Jersey Earned Sick Leave Law (PSLL)
The New Jersey Earned Sick Leave Law (PSLL) is a state law that requires employers in New Jersey with 50 or more employees to provide their workers with up to 40 hours of paid sick leave per year.
The PSLL ensures that employees can take time off for their own illness or injury, the illness or injury of a family member, or to attend a medical appointment for themselves or a family member.
Additionally, the PSLL also allows employees to use earned sick leave to:
- Care for a newborn or newly adopted child.
- Take time off to bond with a new child.
- Seek preventive care.
- Address issues relating to domestic violence, sexual assault, or stalking.
In addition to the above, the PSLL also includes a number of other important provisions, such as:
- Employers cannot discriminate against employees who take earned sick leave. This means that you cannot fire, demote, or otherwise retaliate against employees who take earned sick leave.
- Employees who take earned sick leave must return to their same or an equivalent job with the same pay, benefits, and seniority. This means that you cannot demote an employee or reduce their pay or benefits when they return from earned sick leave.
- Employees who take earned sick leave have a right to continue their health insurance coverage while they are on leave. This means that you cannot increase employee health insurance premiums while they are on earned sick leave.
Wage and Hour Law
The New Jersey Wage and Hour Law (NJWHL), enforced by the New Jersey Department of Labor and Workforce Development, sets minimum wage and overtime pay requirements for employees in New Jersey. The NJWHL also includes provisions on child labor and recordkeeping.
Specific provisions include:
- The minimum wage starting January 1, 2025 is $15.49 per hour for most employees. The minimum cash wage for tipped employees will also increase to $5.62 which ultimately increases tipped employees hourly wage.
- If employees work more than 40 hours in a week, you must pay them overtime pay (time and a half).
- The NJWHL prohibits the employment of children under the age of 14 in certain occupations.
- Employers must keep records of employee wages and hours worked for at least three years.
Equal Pay Act
The New Jersey Equal Pay Act (NJEPA) prohibits discrimination in pay on the basis of sex. The Act applies to all employers in New Jersey, regardless of their size.
The NJEPA also prohibits employers from paying employees of the same sex different wages for work that is not substantially similar, but is equal in skill, effort, and responsibility.
To determine whether two jobs are substantially similar, the court will consider the following factors:
- Job duties
- Skill level required
- Effort required
- Responsibility required
- Working conditions
The NJEPA does not apply to employees who are exempt from the Fair Labor Standards Act (FLSA).
Law Against Discrimination
Finally, the New Jersey Law Against Discrimination (LAD) is a state law that prohibits discrimination in employment, housing, and public accommodations on the basis of race, color, religion, sex, national origin, age, disability, or genetic information. The LAD applies to all employers, landlords, and businesses in New Jersey, regardless of their size.
The NJLAD prohibits employers from discriminating against employees in any aspect of employment, including:
- Hiring
- Firing
- Compensation
- Promotion
- Training
- Benefits
- Discipline
- Harassment
The LAD also prohibits employers from retaliating against employees who complain about discrimination or who participate in an investigation of discrimination.
Track and report employee time off with Factorial
Factorial’s time tracking and reporting features are invaluable tools for employers seeking to effectively manage employee time off during the 2025 holidays in New Jersey. Here’s how Factorial can streamline the process and provide essential insights:
- Accurate time tracking. Factorial’s time management system allows employers to easily track employee time off for all state and federal holidays in New Jersey in 2025 and beyond. With its user-friendly interface, employers can accurately record when employees are taking time off, ensuring compliance with applicable leave policies and regulations.
- Holiday-specific reports. Factorial’s reporting capabilities enable employers to generate comprehensive reports specifically tailored to New Jersey holidays in 2025. These reports provide valuable information on employee absences and trends during holiday periods. That way, you can easily identify potential staffing gaps and plan accordingly.
- Leave balances and requests. The platform’s system maintains up-to-date records of employee leave balances, ensuring accurate tracking of available time off. Employees can also submit all types of time off requests through the leave management system. This streamlines the approval process and ensures efficient communication between employers and employees.
- Compliance monitoring. All this data makes it easy for employers to effectively and efficiently manage paid time off (and unpaid time off). As a result, employers can monitor employee attendance, ensure compliance with state-specific regulations, and address any potential compliance issues promptly.
- Seamless integration. All these systems integrate smoothly with the platform’s other modules, allowing for seamless data sharing and simplifying overall HR processes. That way, you can ensure the integration of your employee time off data across payroll and scheduling.
From accurately recording time off to generating insightful reports, Factorial provides the necessary tools for employers to ensure compliance, effectively allocate resources, and maintain smooth operations during all state and federal 2025 holidays in New Jersey.
