FAQ - Temporary Disability Insurance / Family Leave Insurance

The earnings requirements: To qualify in 2026, employees must have worked at least 20 calendar workweeks at a rate of at least $310 per week, or have earned a combined total of $15,500 during the Base Year.

The Base Year Definition: The base year is defined as the 52 weeks immediately preceding the week in which the disability or family leave begins.

Family Leave Insurance (FLI) benefits for bonding with a newborn, newly adopted, or foster child must be used within the first 12 months (one year) following the child's birth or placement.

A claim must be filed within 30 days after the commencement of a period of family leave. The state may impose a penalty if the claim is filed late.

Claim forms are available at the Department of Labor & Workforce Development website.

Temporary Disability Insurance, or TDI, is a New Jersey program that provides partial wage replacement from the State of New Jersey to eligible employees who are unable to work because of their own non-work-related illness, injury, pregnancy, or other qualifying health condition.

TDI should not be confused with workers' compensation, which generally applies to work-related injuries and illnesses.

TDI replaces a portion of an employee's income when the employee cannot work because of their own qualifying health condition.

Family Leave Insurance, or FLI, is a New Jersey program that provides partial wage replacement from the State of New Jersey to eligible employees who take time away from work for certain qualifying family-related reasons.

FLI may provide benefits when an employee takes qualifying time away from work to:

• Bond with a newborn, newly adopted, or newly placed foster child;
• Care for a family member with a qualifying physical or mental health condition; or
• Address certain matters related to domestic or sexual violence involving the employee or a family member.

TDI generally provides partial wage replacement benefits from the State of New Jersey to employees who are unable to work due to their own qualifying health condition or to handle certain matters as a victim/survivor of domestic or sexual violence and are on unpaid leave from the University, subject to applicable eligibility requirements.

FLI generally provides partial wage replacement benefits from the State of New Jersey to employees who take qualifying time away from work to bond with a new child, care for a qualifying family member, or to handle certain matters for a family member who is a victim/survivor of domestic or sexual violence and are on unpaid leave from the University, subject to applicable eligibility requirements.

Eligibility for TDI and FLI benefits is determined under New Jersey law based on factors that include an employee's covered employment and earnings.

Rutgers employees may be eligible for TDI and/or FLI. The State of New Jersey determines an employee's eligibility for benefits.

No. Although these programs can apply at the same time, they serve different purposes.

TDI and FLI provide wage-replacement benefits from the State of New Jersey. They provide eligible employees with partial income during qualifying periods when they are not working.

FMLA and NJFLA provide leave entitlements and job protection. They establish an eligible employee's right to take qualifying leave and return to employment.

Effective July 17, 2026, New Jersey law also provides job protection to employees receiving TDI or FLI benefits even if their leave is not already covered under other leave laws.

As a result, two separate factors should be considered:

1. What leave or job protection applies to the employee's absence?
2. What income or wage-replacement benefits are available while the employee is absent?

TDI may be available when an eligible employee is unable to work because of a non-work-related illness, injury, pregnancy, or other qualifying health condition.

The employee's health care provider must generally certify the employee's inability to work. The State of New Jersey determines eligibility for TDI benefits.

Yes. Pregnancy is treated in the same manner as other qualifying medical conditions for purposes of determining eligibility for TDI.

An employee may be eligible for TDI when their health care provider determines that they are unable to work because of pregnancy, childbirth, or recovery from childbirth.

Prior to delivery:

For an uncomplicated pregnancy, TDI benefits are generally available for up to four weeks before the expected delivery date.

Generally an employee will be eligible for pregnancy-related TDI four weeks before the estimated due date per baby for a multiple pregnancy. For example, if an employee is carrying twins, they would be eligible for benefits eight weeks before the estimated due date; this would increase to 12 weeks for triplets, and so on.

After delivery:

The standard recovery period after delivery is 6 weeks for vaginal delivery and 8 weeks for cesarean delivery. This period of temporary disability can only be extended if the birthing parent suffers a qualifying complication after the birth, documented by the medical provider. Additionally, the birthing parent of multiples is not automatically eligible for extended Temporary Disability Insurance benefits after delivery.

Benefits may be available for a longer period when medically necessary and appropriately certified. The length of the TDI period is determined by the State of New Jersey and will not exceed a total of 26 weeks.

TDI benefits may be available for up to 26 weeks (inclusive of any extension period), depending on the employee's qualifying medical condition and continued eligibility.

TDI benefit duration should not be confused with the duration of an employee's FMLA, NJFLA, or other applicable leave entitlement or job protection.

TDI provides a percentage of an employee's average weekly wage, up to the maximum weekly benefit established annually by the State of New Jersey.

Because benefit rates and maximums may change each year, employees should consult the New Jersey Department of Labor and Workforce Development for the current benefit amount.

TDI benefits may be subject to federal income taxes. Employees should consult the State of New Jersey and/or a tax professional for information regarding the tax treatment of their benefits.

An employee may qualify for FLI benefits when taking qualifying time away from work to bond with a new child, care for a qualifying family member, or to handle certain matters for a family member who is a victim/survivor of domestic or sexual violence

Eligibility for FLI benefits is determined by the State of New Jersey.

FLI provides a percentage of an employee's average weekly wage, up to the maximum weekly benefit established annually by the State of New Jersey.

Because benefit rates and maximums may change each year, employees should consult the New Jersey Department of Labor and Workforce Development for current benefit information.

Employees apply for TDI and FLI benefits through the New Jersey Department of Labor and Workforce Development. Link: https://www.myleavebenefits.nj/gov

Applying to the State for TDI or FLI is separate from requesting leave from Rutgers. Employees must also follow Rutgers procedures for requesting and documenting a leave of absence.

No. Applying for TDI or FLI does not, by itself, notify Rutgers that you require a leave of absence or satisfy Rutgers leave procedures or requirements.

Employees must separately notify University Human Resources and provide required leave documentation. Submit a leave case through the OneSource HR and Payroll support portal via https://onesource.rutgers.edu/hrportal. A Leave Specialist will reach out to you to advise what information you must provide to support your request.

Yes. Employees should keep University Human Resources informed of their TDI/FLI application and benefit status so that Rutgers can accurately administer the employee's leave. Please advise your Leave Specialist either by calling OneSource or via your leave case within 5 days of filing your application.

• Submit a leave case through HR and Payroll support portal via https://onesource.rutgers.edu/hrportal
• Submit a copy of the claim submission confirmation or receipt from the State of New Jersey to your assigned Leave Specialist as proof that the application has been filed.
• Notify your Leave Specialist of any updates or requests for additional information from the State of New Jersey and provide supporting documentation upon the Leave Specialist’s request.
• Provide documentation confirming whether the claim has been approved or denied by the State of New Jersey, including the benefit start and end dates, if applicable.
• Promptly notify your Leave Specialist of any changes to your claim or benefit status.

Employees should provide requested documentation concerning their application or benefit status and continue to comply with applicable Rutgers notice and leave procedures.

The State of New Jersey determines eligibility for TDI and FLI benefits.

Rutgers administers the employee's University leave and determines the applicability of University policies and other leave laws.

The two processes are related, but they are separate.

TDI is intended to provide partial wage replacement when an eligible employee is unable to work because of a non-work-related illness, injury, pregnancy, or other qualifying health condition and is not receiving regular wages.

Rutgers employees must use only up to two weeks of applicable accrued sick time before receiving TDI benefits. However, Rutgers employees will not be required to use their last week of sick time before receiving TDI.

Employees should contact OneSource for information about how their Rutgers paid time interacts with TDI.

No, TDI and FLI are partial wage-replacement benefits and are not intended to duplicate an employee's regular wages.

Generally, TDI and FLI benefits are received during the same period as the employee's applicable unpaid Rutgers leave.

TDI and FLI do not automatically create an additional bank of leave to be used after an employee's other applicable leave has ended.

For example, an employee may simultaneously be:

• On an approved Rutgers leave of absence;
• Using FMLA and/or NJFLA entitlement, when applicable; and
• Receiving TDI or FLI benefits.

The specific interaction between Rutgers leave, TDI/FLI, FMLA, and NJFLA depends on the circumstances of the employee's absence. Please contact the OneSource Faculty and Staff Service Center to speak to a Leaves Specialist about your leave.

Yes. Effective July 17, 2026, New Jersey law expanded job protections for employees receiving qualifying TDI or FLI benefits. The expanded job protection covers eligible employees who receive TDI/FLI benefits from the State during their leave, when their leave is not already covered under the NJ Family Leave Act.

Historically, TDI and FLI were generally considered partial wage-replacement programs, with employees relying on laws such as FMLA and NJFLA for job protection. Under the amended law, employees receiving qualifying TDI or FLI benefits have job protection even if they are not eligible for FMLA or NJFLA leave.

When already taking FMLA and/or NJFLA leave, the job protection generally runs concurrently with the qualifying absence.

Receiving TDI or FLI does not create an additional period of FMLA or NJFLA entitlement.

You may still have job protection under New Jersey's TDI/FLI law.

Employees should contact OneSource regarding their Rutgers leave and job-protection status.

The expiration of FMLA or NJFLA leave does not necessarily mean that all job protection has ended.

Depending upon the circumstances, TDI/FLI job protection or another applicable law or University policy may continue to apply.

Employees should contact OneSource to review their individual leave status.

Rutgers may require appropriate return-to-work documentation when an employee has been absent because of their own medical condition.

Employees should follow the instructions provided as part of their Rutgers leave approval and contact OneSource with questions about required documentation.

Not necessarily.

The end of TDI benefits and the end of an employee's approved Rutgers leave are separate determinations. Employees should review their approved leave dates and contact OneSource if they remain unable to return to work.

Contact OneSource Rutgers Faculty and Staff Service Center for questions about:

• Your Rutgers leave status;
• FMLA or NJFLA;
• The interaction between Rutgers paid or unpaid leave and TDI/FLI;
• Required Rutgers documentation; or
• Returning to work.

Questions about State benefit eligibility, claim processing, benefit amounts, or payment status should be directed to the New Jersey Department of Labor and Workforce Development.

Rutgers cannot approve a State TDI or FLI claim or determine the amount of benefits the State will pay if approved for TDI or FLI.