By: Gregg Zeff
On: September 7, 2026
If you work a temporary assignment in a New Jersey warehouse, distribution center, or service job, you may be owed the same pay and benefits as the company’s permanent staff, even though a staffing agency signs your paycheck. That’s the core promise of the New Jersey Temporary Workers’ Bill of Rights, one of the strongest laws of its kind in the country, and one that has already survived multiple rounds of litigation from the staffing industry.
At Zeff Law, we regularly hear from warehouse, logistics, and service workers who suspect they’ve been shortchanged compared to the permanent employees standing next to them on the line. This guide breaks down what the temporary workers bill of rights NJ actually requires, who it covers, and what to do if you think your rights have been violated.
What Is the New Jersey Temporary Workers' Bill of Rights?
The New Jersey Temporary Workers’ Bill of Rights (TWBOR), formally P.L. 2023, chapter 10, was signed into law by Governor Phil Murphy in February 2023. Lawmakers found that more than 100,000 temporary workers in New Jersey were routinely paid less than direct employees doing the same job, while also facing higher risks of wage theft, unsafe transportation, and retaliation for speaking up.
As per NJ Department of Labor & Workforce Development press release, The law rolled out in two phases:
- May 2023: Notice and anti-retaliation provisions took effect, requiring staffing firms to give workers an “Assignment Notification” detailing pay, job site, and their rights.
- August 2023: The remaining provisions, including the equal pay and benefits mandate, record-keeping rules, and a private right to sue, went into full effect.
The Equal Pay Mandate, Explained
The aim of the New Jersey Temporary Workers Bill of Rights is its equal pay requirement. Under the law, a covered temporary laborer cannot be paid less than the average rate of pay and average cost of benefits provided to the client company’s own employees who perform the same or substantially similar work.
That means two workers doing identical tasks on the same shift, one hired directly, one placed through a staffing agency, both are supposed to walk away with comparable total compensation, not just comparable base wages.
Other key protections layered on top of new jersey temporary workers bill of rights lawsuit include:
- Itemized pay statements showing which client the worker was assigned to, hours worked, rate of pay, and deductions.
- No fees for background checks, drug tests, consumer reports, or check-cashing.
- Bi-weekly pay available on request, with written notice of that right.
- Six years of record retention by staffing firms for work assignment records.
- Protection for accepting a permanent job, a staffing firm cannot block a worker from taking a permanent position with the client, though it may charge the client a placement fee.
- A private right of action, letting workers sue in New Jersey Superior Court in addition to filing a complaint with the state.
Who Is Covered Under Temporary Workers Bill Of Rights NJ
Not every temp job is covered. The employment laws for temporary workers under the TWBOR apply specifically to workers placed by a temporary help service firm into occupational categories designated by the U.S. Bureau of Labor Statistics, as outlined on the Wage & Hour Compliance by Department of Labor & Workforce Development.
- Food preparation and serving
- Production work (food processing, laundry/dry cleaning, textiles)
- Personal care and service, including entertainment and venue staff
- Construction
- Transportation and moving, including drivers and material handlers
- Building and grounds cleaning and maintenance, including janitorial and landscaping work
- Protective services, such as security and crossing guards
- Installation, maintenance, and repair
This new jersey temporary workers bill of rights lawsuit was written to target the industries where wage theft and unequal treatment of temp labor are most common: warehousing, logistics, food service, and light industrial work.
How to File a Complaint or Lawsuit
Workers who believe their rights under the new jersey temporary workers bill of rights have been violated have two paths, and they aren’t mutually exclusive:
- File a wage complaint with the NJDOL Wage and Hour Division, which can investigate and pursue monetary penalties against the staffing firm or client.
- Bring a private civil lawsuit in New Jersey Superior Court, in the county where the violation occurred or where the worker lives.
Because the equal pay comparison requires digging into another employee’s compensation and benefits, information workers rarely have access to on their own, an employment attorney can be essential to building the wage comparison and calculating what’s owed.
FAQ
Start by comparing your pay stub and job duties to a permanent employee’s, and gather any assignment notices or pay statements you received. An employment attorney can request the additional wage and benefits data needed to evaluate a claim.
Yes. Staffing industry groups have challenged the law in federal court since 2023, but courts, including the Third Circuit Court of Appeals, have repeatedly declined to block enforcement. The law remains fully in effect while litigation continues.
No. The law prohibits retaliation against temporary workers for filing a complaint, cooperating with an investigation, or discussing their rights under the Bill of Rights.
Think You're Owed Equal Pay? Talk to Zeff Law Today
If you’re working on a temporary assignment in a New Jersey warehouse, construction site, or service job and suspect you’re being paid less than the permanent staff doing the same work, Zeff Law can help. Our professional employment attorneys review your pay, compare it to what covered employees are entitled to under the Temporary Workers’ Bill of Rights, and help you pursue back pay.