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Updated for 2026 Regulations

New Jersey Compliance Training
Requirements 2026

Navigate the NJ Law Against Discrimination, mandatory harassment training for 50+ employee companies, and cannabis workplace policies with state-approved online courses.
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  • NJ State Approved
  • Full Compliance Requirements
  • New Jersey
  • 4 Compliance Requirements

Compliance Requirements

Each area below connects directly to employer policies, training requirements, recordkeeping, and workforce management.

Sexual Harassment Prevention Training (NJ P.L.2019, c.339)

Employers with 50 or more employees
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Requirements

  • Annual training required for all employees
  • Within 1 year of hire for new employees; every 2 years thereafter
  • Supervisors and managers: annual training strongly recommended
  • Required content: NJ LAD protections, definition of harassment, examples, reporting procedures, anti-retaliation
  • Training must be provided in languages reasonably understood by employees

Key Standards

NJ P.L.2019, c.339 (effective Jan 1, 2019); NJ Law Against Discrimination (N.J.S.A. 10:5-1 et seq.); NJDCR guidance

Penalties

Unlimited compensatory and punitive damages; attorney fees; NJDCR administrative enforcement

Deadline: Within 1 year of hire. Every 2 years thereafter. Annual for supervisors is best practice.

NJ Law Against Discrimination (LAD) Compliance Policy

ALL New Jersey employers (even 1 employee for most protected characteristics)
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Requirements

  • Written anti-harassment and anti-discrimination policy required
  • Annual distribution of policy to all employees
  • Designated complaint procedure with at least two channels for reporting
  • Supervisor training on identifying, preventing, and responding to harassment complaints
  • Prompt and thorough investigation of all complaints

Key Standards

N.J.S.A. 10:5-1 et seq. (NJ Law Against Discrimination); NJ Division on Civil Rights guidance

Penalties

NJ LAD: unlimited compensatory and punitive damages in civil court; attorney fees; injunctive relief; NJDCR investigation and mediation

Deadline: Policy must be maintained at all times. Annual distribution to all employees required.

New Jersey Cannabis Workplace Policy (CREAMMA)

All New Jersey employers

Requirements

  • Written workplace drug and cannabis policy required
  • Employee education on the policy (distributed at hire and upon policy changes)
  • Manager training on recognizing reasonable suspicion of on-duty cannabis impairment
  • Cannot discipline, fire, or refuse to hire based on off-duty cannabis use alone
  • May require pre-employment, random, or reasonable suspicion drug testing per written policy

Key Standards

NJ Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act (CREAMMA), N.J.S.A. 24:6I-52 (effective 2021); NJ CRC guidance

Penalties

CREAMMA employee protections: wrongful termination lawsuits; LAD claims for improper adverse action

Deadline: Policy must be in place now. Employee notice at hire and upon policy changes.

OSHA Safety Training (Federal / NJ PEOSHA)

Private employers: federal OSHA; public employers: NJ PEOSHA (N.J.S.A. 34:6A-1)
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Requirements

  • Hazard Communication (HazCom) for employees exposed to hazardous chemicals
  • Emergency Action Plan for applicable workplaces
  • Construction: OSHA 10/30 hour training required by most GCs in NJ
  • Healthcare: bloodborne pathogens, needlestick safety training

Key Standards

29 CFR 1910 (federal OSHA General Industry); 29 CFR 1926 (Construction); N.J.S.A. 34:6A-1 (NJ PEOSHA for public employers)

Penalties

Federal OSHA: up to $16,131 per serious violation; NJ PEOSHA: similar penalty structure for public employers

Deadline: At hire and as required by applicable OSHA standards.

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Required Courses for New Jersey

6 courses mapped to the compliance areas above

New Jersey Compliance Essentials

All required and recommended courses for complete New Jersey coverage

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Sexual Harassment in the Workplace National

This interactive course equips employees with the knowledge to recognize harassment, take appropriate action, and support a respectful and inclusive work environment through realistic scenarios, interactive exercises, and assessments.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Preventing Sexual Harassment for Managers Course

Because managers act on behalf of their employer, they have heightened responsibilities for preventing and responding to sexual harassment. This course covers recognizing misconduct, responding to complaints, and meeting the training requirements enacted by federal, state, and local lawmakers.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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Preventing Sexual Harassment for Employees Course

Helps all employees understand their role in promoting a respectful, harassment-free workplace — covering what constitutes sexual harassment, its impact on coworkers and the work environment, and how to respond and report concerns.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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Bystander Intervention and Sexual Harassment Course

Teaches positive actions a person or a group can take to prevent harm or to intervene where there is a risk of sexual harassment. Provides guidance for safe actions that help de-escalate and deter both in-person and remote workplace sexual harassment.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Workplace Violence Prevention Made Simple Course

Over 2 million people in the United States are victims of violence at work every year. This course trains employees to prevent and react to violence on the job, covering the OSHA mandate on workplace violence, workplace bullying, and the behaviors the Department of Labor considers workplace violence.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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OSHA 10: General Industry

This DOL-recognized, OSHA-authorized 10-hour program covers walking-working surfaces, electrical safety, lockout/tagout, machine guarding, hazard communication under GHS, PPE, emergency action plans, and more — fully aligned with 29 CFR Part 1910.

  • 600 mins
  • Online, Self-Paced
  • Certificate of Completion

$59.00 per person

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Multi-State Considerations

Multi-state employers face differences across jurisdictions in definitions, coverage thresholds, employee protections, documentation requirements, and enforcement approaches. New Jersey obligations apply based on where work is performed, where an employee resides, and how a role is structured. A state-specific approach prevents New Jersey standards from being diluted by broad national policies while supporting consistent governance across the organization.

Browse all state guides

Frequently asked questions

Employers with 50 or more employees must provide annual sexual harassment prevention training under NJ P.L.2019, c.339. New employees must be trained within 1 year of hire. The NJ Law Against Discrimination applies to ALL employers regardless of size.

The NJ LAD (N.J.S.A. 10:5-1) is one of the most comprehensive anti-discrimination laws in the U.S. It covers employers of any size (even a single employee) for most protected characteristics and allows for unlimited civil damages including punitive damages and attorney fees.

Yes. All New Jersey employers should maintain a written anti-harassment and anti-discrimination policy under NJ LAD guidance. The policy must include at least two channels for reporting complaints and be distributed annually to all employees.

The NJ Cannabis Regulatory Act (CREAMMA) prohibits employers from taking adverse action based solely on off-duty cannabis use. Employers must maintain a written cannabis workplace policy and train managers to identify on-duty impairment through reasonable suspicion. Employers may maintain drug-free workplace policies.

Yes, provided it covers all required content under NJ P.L.2019, c.339 and NJ LAD. Coggno's national and state-specific harassment courses meet NJ content requirements.

New Jersey uses federal OSHA for private-sector employers. New Jersey Public Employees Occupational Safety and Health (NJ PEOSHA) covers state and local government employees under N.J.S.A. 34:6A-1.

New employees must be trained within 1 year of hire. Repeat training is required every 2 years. Annual training for supervisors and managers is strongly recommended.

NJ LAD violations can result in unlimited compensatory and punitive damages, attorney fees, and injunctive relief in civil court. The NJ Division on Civil Rights also handles administrative complaints.

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