Practice Areas
Employment
Discrimination
New Jersey's Law Against Discrimination protects employees from workplace discrimination based on protected characteristics. If you've faced discrimination, harassment, or retaliation at work, you have legal rights and remedies.
Protected Classes
Race, gender, age, disability, religion, sexual orientation, and other characteristics protected under NJ LAD
Statute
2 years from last discriminatory act to file with Division on Civil Rights or court
Fee
No fee unless we win — zero financial risk to pursue your rights
Damages
Back pay, front pay, emotional distress, punitive damages, attorney fees
New Jersey's Law Against Discrimination is one of the most comprehensive civil rights laws in the nation, providing broader protections than federal law and allowing victims to recover attorney fees and punitive damages.
The New Jersey Law Against Discrimination (N.J.S.A. 10:5-1 et seq.) prohibits discrimination in employment based on race, creed, color, national origin, ancestry, age, marital status, civil union status, domestic partnership status, affectional or sexual orientation, genetic information, pregnancy, sex, gender identity or expression, disability, liability for military service, and atypical hereditary cellular or blood trait. The LAD applies to employers with one or more employees, making it broader than federal law, and includes protections against harassment and retaliation for opposing discriminatory practices or filing complaints.
Compensation in employment discrimination cases can include back pay (wages lost due to discrimination), front pay (future lost earnings), reinstatement to your position, promotion, benefits restoration, emotional distress damages, and punitive damages in cases of willful or particularly egregious conduct. New Jersey law also allows successful plaintiffs to recover reasonable attorney fees and costs, which means the employer pays your legal fees if you win. In cases involving wrongful termination, damages may also include the value of lost benefits, stock options, and other compensation.
The most significant challenge in discrimination cases is often proving discriminatory intent, as employers rarely admit to bias and may offer legitimate-sounding reasons for their actions. Building a strong case requires documenting incidents, preserving communications, and identifying witnesses or patterns of discriminatory behavior. Timing is also critical — you must file a complaint with the New Jersey Division on Civil Rights or federal EEOC within 180 days of the discriminatory act, though you have two years to file in court. Many employees also fear retaliation for reporting discrimination, but New Jersey law provides strong anti-retaliation protections.
The Law
What you
need to know
01
Wrongful Termination
Being fired because of your race, gender, age, disability, or other protected characteristic. Even if your employer claims other reasons, discriminatory motive can often be proven through evidence and timing.
02
Workplace Harassment
Enduring offensive comments, jokes, or conduct based on protected characteristics that creates a hostile work environment. This includes sexual harassment and harassment by supervisors or coworkers.
03
Promotion Denial
Being passed over for advancement despite qualifications due to bias or favoritism toward employees outside your protected class. Pattern evidence often strengthens these claims.
04
Pregnancy Discrimination
Facing adverse treatment due to pregnancy, childbirth, or related medical conditions. New Jersey provides strong protections for pregnant employees and new mothers.
05
Disability Discrimination
Being denied reasonable accommodations or facing adverse action due to a physical or mental disability. Employers must engage in the interactive accommodation process.
06
Retaliation Claims
Facing punishment for reporting discrimination, filing complaints, or participating in investigations. Retaliation is illegal even if the underlying discrimination claim is unsuccessful.
Cases we handle
Common scenarios
What to expect
How the
process works
Document Everything
Keep detailed records of discriminatory incidents, including dates, witnesses, and any written communications. Save emails, performance reviews, and company policies. This documentation becomes crucial evidence for your case.
File Administrative Complaint
You must file with the NJ Division on Civil Rights or EEOC within 180 days of the discriminatory act. This preserves your right to sue in court later and may lead to investigation or mediation.
Investigation and Right to Sue
The agency investigates your complaint and may find probable cause or attempt mediation. If unsuccessful, you receive a right-to-sue letter allowing you to file in court within two years of the discriminatory act.
Discovery and Case Building
We gather evidence through depositions, document requests, and witness interviews. This phase often reveals patterns of discrimination and strengthens your case for settlement or trial.
Settlement or Trial
Most cases settle through negotiation, but we prepare every case for trial. If we go to court, a jury decides liability and damages, which can include punitive damages and attorney fees.
Questions
Frequently
asked
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Discrimination cases often involve proving the employer's stated reason is pretextual. We look at timing, your performance history, how similarly situated employees were treated, and any direct or circumstantial evidence of bias. Patterns of discriminatory behavior toward your protected class can be powerful evidence.
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You must file with the NJ Division on Civil Rights or EEOC within 180 days of the discriminatory act. However, you have two years from the last discriminatory act to file a lawsuit in court. Acting quickly preserves evidence and strengthens your case.
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No. New Jersey law strictly prohibits retaliation against employees who report discrimination, file complaints, or participate in investigations. If you face retaliation, that becomes a separate legal claim with its own damages. We protect clients throughout this process.
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New Jersey's Law Against Discrimination applies to employers with just one or more employees, unlike federal law which requires 15+ employees. This means you're protected regardless of your employer's size, giving you broader rights than under federal law alone.
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You can recover back pay, front pay, emotional distress damages, punitive damages, reinstatement, and attorney fees. New Jersey allows significant emotional distress awards and punitive damages in cases of willful discrimination. The employer pays your attorney fees if you win.
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Nothing upfront. We work on contingency, meaning we only get paid if we recover compensation for you. New Jersey law also requires the employer to pay your attorney fees if you win, making it financially risk-free to pursue your rights.
Free Consultation
Suffer fromemployement discrimination?
Tell us what happened. We'll give you an honest assessment - no pressure, no obligation, and no fee unless we recover for you. We're available by phone or at our offices, and we're happy to meet you wherever is most convenient.
Call Us Directly
(973) 401-0064