New Jersey Now Requires Employers to Submit Separation Information Through the NJDOL Employer Access Portal
As of December 8, 2025, New Jersey employers must report all employee separations electronically to the New Jersey Department of Labor and Workforce Development (“NJDOL”) through its Employer Access portal.
Required Reporting Obligations Under the New Jersey Unemployment Compensation Law
As previously discussed here, amendments to the New Jersey Unemployment Compensation Law (“NJUCL”) took effect in July 2023. Among other things, these amendments require employers to electronically submit information related to unemployment benefits eligibility to the NJDOL at the time of any employee separation.
It was not until December 8, 2025 that the State of New Jersey announced that employers must now use the NJDOL’s Employer Access portal to report all employee separations and provide corresponding details – such as the termination date and reason for separation. This reporting requirement applies to every type of separation, including layoffs, involuntary terminations, resignations, and retirements, and must be completed within seven (7) days of the separation.
As a result, employers should ensure they are registered with the Employer Access portal and complete the required reporting for every employee separation. This includes filling out all mandatory fields and, where appropriate, supplying optional information requested by the portal.
Until additional guidance is issued, employers should also continue to provide a completed Form BC‑10 to any employee whose employment ends for any reason.
Takeaways
In addition to issuing the Form BC‑10 at the time of separation, employers should ensure they can access their Employer Access portal account and promptly submit all required separation information to the NJDOL. Employers should also prepare and upload any supporting documentation if they plan to contest an unemployment claim on the basis of employee misconduct or some other disqualifying reason.
Failure to register for the Employer Access portal or to submit the required information in a timely manner may result in penalties.
As the law continues to evolve on these matters, please note that this article is current as of date and time of publication and may not reflect subsequent developments. The content and interpretation of the issues addressed herein is subject to change. Cole Schotz P.C. disclaims any and all liability with respect to actions taken or not taken based on any or all of the contents of this publication to the fullest extent permitted by law. This is for general informational purposes and does not constitute legal advice or create an attorney-client relationship. Do not act or refrain from acting upon the information contained in this publication without obtaining legal, financial and tax advice. For further information, please do not hesitate to reach out to your firm contact or to any of the attorneys listed in this publication. No aspect of this advertisement has been approved by the highest court in any state.
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