A statute of limitations is the deadline to file a legal claim. With very limited exceptions, your claim will be dismissed if you do not file your lawsuit, arbitration, or claim in an administrative agency within the relevant deadline. As a result, it is critical to file your employment law claim within the statute of limitations.
When Does the Statute of Limitations Begin?For example, for some wrongful termination claims, the statute of limitations begins on the day on which you were told you were being fired, or the day on which you tendered your resignation. But under other laws, the statute of limitations begins on your last day of employment, which sometimes can be days, weeks, or even months later.
The filing deadline for certain other claims is calculated differently. For example, for harassment claims the statute of limitations might not begin to run until the last act of the pattern of harassment, even if harassment spanned many months or even years. In contrast, there is a new statute of limitations for each day on which you were unlawfully denied overtime pay or minimum wage.
You should consult an experienced employment lawyer to confirm he specific statute of limitations that applies to each of your legal claims.
Different statutes of limitations periods apply to different legal claims. Below are some of the relevant filing deadlines for many of the most important employment law claims in New Jersey and New York.
The list does not include every filing deadline or every employment law claim. Many claims have much shorter filing deadlines than the ones listed below, including the deadlines to file certain administrative claims with state and federal agencies such as the New Jersey Division on Civil Rights ("DCR"), the New York Division on Human Rights ("DHR"), the United States Equal Employment Opportunity Commission ("EEOC"), or the United States Department of Labor ("DOL").
*This is for information purposes only and may not be accurate for your claim(s). If you believe your workplace rights have been violated, then you should contact an experienced employment lawyer as soon as possible to make sure you file your employment law claim within the statute of limitations*
New Jersey Law Against Discrimination ("LAD") | 2 years1 |
Conscientious Employee Protection Act ("CEPA") | 1 year |
Breach of employment contract | 6 years |
New Jersey Family Leave Act ("NJFLA") | 2 or 6 years2 |
New Jersey Civil Rights Act ("NJCRA") | 2 years |
Overtime/Minimum wage claims | 6 years |
Wrongful Discharge in Violation of Public Policy | 2 years |
New York Human Rights Law ("NYHRL") | 3 years |
Overtime/Minimum wage claims | 6 years |
Retaliation claims under Wage & Hour Law | 2 years |
Breach of employment contract | 6 years |
New York Whistleblower Law (Labor Law §740) | 1 or 2 years3 |
New York City Human Rights Law ("NYCHRL") | 3 years |
Title VII of the Civil Rights Act of 1964 | 300 days4 |
Age Discrimination in Employment Act ("ADEA") | 300 days5 |
Family & Medical Leave Act ("FMLA") | 2 or 3 years5 |
Fair Labor Standards Act ("FLSA") | 2 or 3 years4 |
Notes:
If you are looking for more information about employment law statute of limitations, you might be interested in one of these articles on our blog: