All posts by Wayne Rottger
Having spent decades working with unemployment programs across the country—from state agencies to employer groups to TPAs—I’ve seen many changes in how states administer unemployment claims. Some changes feel routine. Others signal a shift toward modernization. New Jersey’s recent passage of S.2357 falls into the second category. The law is designed to improve communication between employers and the New Jersey Department of Labor (NJDOL) by ensuring the state receives separation details sooner and more consistently. Recently, the Association of Unemployment Tax Organizations (AUTO) asked NJDOL to clarify several operational questions. The department’s written responses finally give employers a clearer picture of what to expect as the state moves forward with implementation. Below is a practical, easy-to-digest summary of what New Jersey employers should know. 1. The Heart of S.2357: Two Options for Employers NJDOL has confirmed that employers have two ways to meet the new requirement. Employers do not have to do both—just one. You must either: Option 1 — Respond to the UI claim notice within 7 days, or Option 2 — Provide the separation information in the employer portal within 7 days of separation. Either option satisfies the requirement on its own. Submitting the separation information at the time of separation is preferred because it gives the agency a head start and often leads to quicker, more accurate determinations. However, NJDOL emphasized that this is not mandatory. If an employer simply responds to the initial claim notice within the 7-day timeframe, the requirement is considered met. This clarification should bring relief to many employers who feared the law imposed two separate, and potentially duplicative, steps. 2. About That $500 Penalty… You may have heard S.2357 includes a $500 penalty for failing to provide separation information. Here’s what NJDOL shared: The penalty remains part of the statute. NJDOL is not enforcing it at this time. The agency wants to give employers time to adjust to the new system. Enforcement could begin at a later date once the system is fully operational. In short, the penalty exists, but employers should focus on learning the process rather than worrying about fines right now. 3. Employer Access (EA) Portal Registration: The First Step To participate in the new reporting process, employers must activate their Employer Access (EA) account within the MyNewJersey system. NJDOL clarified the following: Employers need a unique authorization code to register. These codes were mailed to employers in July 2024. A follow-up statewide mailing is planned for January 2026 for employers who didn’t receive or misplaced their code. Employers must register before a TPA can link to their account. After the employer registers, the TPA can request access using the employer’s EIN and authorization code. The employer then approves (or denies) the request via email. Registration is truly the gateway to everything else. Without it, employers and TPAs cannot begin using the new separation reporting system. 4. Submitting Separation Details Early: How NJDOL Uses the Data Many employers asked how the state will handle separation information submitted before a former employee files a UI claim. NJDOL shared the following helpful process: Early separation details will be stored in the system but not acted upon immediately. The system will crossmatch this information daily against new UI claims. When a match occurs, the claimant will receive a fact-finding questionnaire that includes the employer’s earlier statement. If the employee never files for benefits, nothing is sent to the individual—and the information simply remains on record. This optional early submission can improve accuracy and reduce back-and-forth between employers, claimants, and the agency. 5. Practical Advice Moving Forward Based on NJDOL's responses, here’s what I would advise employers right now: Register your EA account as soon as you have your authorization code—this unlocks everything. Choose the approach that best fits your workflow: respond to the claim within 7 days OR post the separation at the time of separation. Don’t stress about penalties right now but do build good habits early. Stay in communication with your TPA so responsibilities are clear and aligned. Expect further refinement, as with any modernization effort, changes may continue as the system evolves. New Jersey’s intent is not to burden employers but to create a more consistent and efficient UI process. With clear expectations and the ability to choose the method that works best for your organization, compliance should feel manageable—not overwhelming. Experian Employer Services will continue to provide updates and best practices as available.
Explore the 2026 unemployment tax changes and learn what’s new from 2025. Get insights on wage bases, rate schedules, and strategies to manage UI costs effectively.
An update on FUTA Credit Reductions may affect the unemployment tax owed by employers doing business in certain key states.
WOTC renewal is a hot topic leading up to its expiration. Learn about potential legislative solutions and how to prepare for the potential of retroactive credits.
Unemployment fraud is rising again. Learn how HR and payroll teams can minimize risk to protect their employees and UI tax rates.
Understand termination letter and separation notice requirements for each applicable U.S. state with this helpful guide to stay compliant.
Train managers to handle terminations and unemployment claims the right way with expert tips on compliance, documentation, and reducing employer risk.
Learn why the USDOL's Unemployment Trust Fund Solvency Report has important implications for employer taxes in certain states.
Employers in California, Connecticut and New York should be aware of how a Benefit Cost Rate could increase their FUTA Tax for 2025.
President Biden declared a major disaster in California due to wildfires, a crucial step in providing much-needed federal assistance to support local recovery efforts.
FUTA Credit Reductions can eliminate an employer's 5.4% FUTA tax rate credit if your state has an outstanding trust fund balance.
The Kansas Department of Labor (KSDOL), Division of Unemployment Insurance recently posted a notification on its site informing employers of an upcoming technology enhancement. The current Employer Services portal will be made unavailable starting Wednesday, November 13, 2024, at 5 pm central time. It will reopen Tuesday, November 19, 2024, at 8 am central time. The Kansas Unemployment Insurance Technology Enhancement Project The Unemployment Insurance Technology Enhancement (UITE) project is a multi-year initiative which focuses on delivering a transformational unemployment insurance experience to businesses and workers of Kansas. In a press release, Governor Laura Kelly stated that access to unemployment benefits has depended on an outdated computer system that caused problems during the Great Recession and pandemic for residents. The purpose of the enhancement project is to provide a more seamless experience to Kansas employers and the workforce. The new system is intended to provide a number of improvements: Streamlining operations through improved workflow efficiency and adaptability, data management, and collaborations with other agencies; Enhancing user experience through adoption of advanced customer relationship[ management systems and personalized communication channels, more self-service options, and improved mobile-friendly access for claimants; and Upgrading data security and compliance with enhanced cybersecurity measures to safeguard data and ensure regulatory compliance. IMPORTANT INFORMATION FOR EMPLOYERS On November 19, 2024, there will be a new online account setup functionality available to employers. All active employers are required to establish a username and password to access the new portal. If you had login credentials in the prior portal, they can be reused in the new. They will not automatically be carried forward, however. Employers will maintain their current state unemployment insurance account number, but going forward, it will be in a 10-digit format, with on zero (0) at the beginning and three zeroes (000) at the end. Even if an employer works with a Third-Party Administrator (TPA), KS DOL recommends establishing an online account. This will ensure constant access to correspondence or account information. Employers may have multiple authorized users as part of the Unemployment Services for Employers set up process. The timeline below was included in the announcement on the KS DOL, Division of Unemployment Insurance site. It represents an overview of the transition and when to expect an impact on workflow. Please make certain any staff who currently utilizes the state’s portal is aware of these changes and that new usernames are established on the appropriate timeframe. For additional information about this change, please visit the KSDOL site.
Wayne Rottger recaps the biggest issues concerning unemployment insurance covered at this year's NASWA's Annual Summit.
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As a business owner, you know the federal unemployment tax rate affects costs. Learn how we can help you navigate your unemployment management needs.
Explore the intricate world of unemployment funding and gain a detailed understanding of who pays for it and its underlying financial dynamics.
Wayne Rottger recaps the biggest updates from this year's UWC conference including fraud news, legislative changes and more.
Read this employers guide to learn how to win your unemployment appeal hearing and maintain an accurate state tax liability.