In January 2026, Governor Murphy signed Senate Bill No. 3139 (2R) into law, a significant piece of legislation that expands labor protections for employees working in the state’s regulated cannabis industry. The law addresses a long-standing gap in labor coverage by expressly extending organizing and collective bargaining rights under state law to cannabis employees who are not covered by the federal National Labor Relations Act. Since cannabis remains illegal under federal law, certain workers in the industry previously existed in a legal gray area with respect to traditional labor protections. This law brings clarity and uniformity by placing those employees squarely within a defined statutory framework.
Under the new law, cannabis employees are granted the right to form, join, or assist labor organizations; bargain collectively through representatives of their choosing; and engage in protected concerted activities for mutual aid or protection, including strikes and other lawful work stoppages. The statute also establishes detailed prohibitions against unfair labor practices by cannabis employers, including interfering with organizing activity, discriminating against employees for union involvement, refusing to bargain in good faith, or altering terms and conditions of employment to discourage collective action. Labor organizations are similarly subject to good-faith bargaining obligations and restrictions on coercive conduct.
Enforcement authority is vested in the New Jersey Department of Labor and Workforce Development through the Division of Private Employment Dispute Settlement (the “Division”), which is empowered to oversee representation proceedings, certify bargaining units, adjudicate unfair labor practice claims, and impose remedies. The law provides for streamlined certification procedures, including majority support demonstrations and remote voting options, and allows the Division to certify a union without an election where employer misconduct has tainted the organizing process. Employers are also required to provide employee contact information, permit access to the workplace for certified labor representatives, and comply with payroll deduction arrangements negotiated through collective bargaining. Civil penalties may be imposed for noncompliance, including fines for failure to provide required employee information.
From a compliance perspective, the law has immediate and practical implications for licensed cannabis businesses operating in New Jersey. Employers should expect increased organizing activity and should review employee handbooks, labor relations policies, management training programs, and communication protocols to ensure they align with the new statutory requirements. Missteps during organizing campaigns or early bargaining efforts may expose employers to enforcement actions, remedial orders, and reputational risk. At the same time, the law provides a clear structure for labor relations in an industry that lacked predictable rules, offering employers an opportunity to establish lawful and stable bargaining relationships.
As the cannabis industry continues to mature and professionalize, this law signals New Jersey’s intent to treat cannabis employment on par with other regulated industries, while balancing worker protections with regulatory oversight. Businesses, unions, and employees alike will need to navigate a rapidly evolving labor landscape shaped by state-level innovation in the absence of federal clarity.
Mandelbaum Barrett PC’s Cannabis, Hemp & Psychedelics attorneys stand at the forefront of a dynamic and ever-evolving legal landscape and are highly experienced in advising cannabis businesses, employers, and industry stakeholders on labor and employment compliance, union organizing, collective bargaining, and regulatory risk management. With deep knowledge of New Jersey’s evolving cannabis and labor laws, we assist clients proactively by navigating workplace challenges and adapt to new legal requirements. We are proud to have been named 2025 Cannabis Practice of the Year by Law360 and the New Jersey Law Journal.
The information provided in this post is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and timeliness of the content, laws and regulations frequently change, and the information may not reflect the most recent developments. If you require legal advice or assistance, please contact Joshua Bauchner or Natalie Diaz.
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