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New Jersey Federal Court Declares State’s New Equal Pay Act Does Not Apply Retroactively – Will State Courts Agree?

On Jan. 15, 2019, U.S. District Judge William J. Martini ruled that New Jersey’s newly minted Diane B. Allen Equal Pay Act (NJEPA), enacted April 24, 2018, and by its terms effective July 1, 2018, “is not retroactively applicable to conduct occurring prior to its effective date.” Perrotto v. Morgan Advanced Materials, PLC. While Judge Martini’s well-reasoned decision is for employers a welcome early contribution to NJEPA jurisprudence, it remains to be seen whether New Jersey state courts take a different view.

Plaintiff Claimed Protection for Pre-NJEPA Pay Disparity and Retaliation Claims

Plaintiff Darla Perrotto had been employed by defendants as Controller/Human Resources from June 2013 “until her termination on April 5, 2018.” Plaintiff alleged that, during her employment, defendants (i) paid female employees less than their male coworkers for performing “substantially similar work,” and (ii) retaliated against plaintiff for complaining about this alleged pay disparity. She filed suit on July 27, 2018, seeking redress under the NJEPA.

Court Determines NJEPA’s Applicability Is Strictly Prospective

Because the conduct of which plaintiff complained occurred several months before the NJEPA’s effective date, the District Court held that the statute should not apply retroactively to plaintiff’s NJEPA claims. Judge Martini began with the “settled rules of statutory construction” that, “rest[ing] on ‘long-held notions of fairness and due process[,]’” counsel “prospective rather than retroactive application of new legislation.” The court noted that, under recent New Jersey Supreme Court precedent, a party may overcome “the strong presumption against retroactivity” in one of three ways: (i) by showing a legislative intent for retroactive application, (ii) by showing the enactment is “curative,” or (iii) by showing the “expectations of the parties” warrant retroactive application. Respecting the NJEPA, Judge Martini found “no exception applies here.”

The court easily found the first route barred, holding that because the Legislature “specifically postponed the effective date” until more than two months after the NJEPA became law, “the Legislature intended NJEPA to have prospective application only.” The court equally rejected the third route, reasoning that “with three months between the complained-of conduct and when NJEPA became law,” there is “no basis to support how the parties’ reasonable expectations warrant invoking retroactivity.”

The court likewise rejected plaintiff’s argument that NJEPA is “curative,” recognizing NJEPA as “a ‘first of its kind’ statute addressing pay equity for performing ‘substantially similar work.’” (For additional background on the groundbreaking substance of the NJEPA and its expanded pay equality provisions.  Pointing specifically to the NJEPA’s new six-year limitations period and its mandatory imposition of treble damages, Judge Martini concluded “there lacks evidence showing the Legislature sought to explain or clarify existing law.”

Key Takeaways

Perrotto represents a logically sound application of long-established rules of statutory construction, and may help employers limit the NJEPA’s immediate impact. However, while the decision is clearly persuasive, it remains to be seen whether New Jersey state courts will follow its compelling lead. Employers are thus well-advised to continue keeping a close eye on the developing case law – federal and state alike – under the nascent NJEPA.

©2020 Greenberg Traurig, LLP. All rights reserved. National Law Review, Volume IX, Number 23


About this Author

Raquel Lord labor and employment lawyer Greenberg Traurig
Of Counsel

Raquel S. Lord focuses her practice on employment matters. She represents an array of clients, including those from the health care, financial services, package delivery, and retail industries. Raquel assists clients with hiring and termination procedures, performance management, employee discipline, responding to complaints of harassment, discrimination, and retaliation, disability accommodations, employee leave issues, wage and hour compliance, restrictive covenants, and social media issues, and regularly appears in federal and state court on behalf of clients in...

1 973.443.3224
Michael Slocum, Greenberg Traurig Law Firm, New Jersey, Labor and Employment, Litigation Attorney
Of Counsel

Michael J. Slocum focuses his practice on labor and employment law, including the defense of discrimination, retaliation, wrongful discharge and whistleblower claims. Michael has represented employers in a broad array of industries, including health care and life sciences, pharmaceutical, private security, and retail, and has experience defending against both individual employee claims and class actions.

Prior to joining the firm, Michael practiced in the litigation department of a national firm focused on labor and employment matters in the life sciences industry, where he served as Editor of that firm's "False Claims Act Quarterly." He has experience representing clients at the trial and appellate levels in state and federal courts, as well as before a variety of state and federal administrative agencies.

Michael served as Law Clerk to the Honorable Donald S. Coburn of the New Jersey Appellate Division before entering private practice.

Michael has written and spoken numerous times on a multitude of issues facing employers in diverse industries. In addition to many client alerts and online articles, Michael was a contributing author to "Avoiding Liability for Unconscious Bias and Subtle Discrimination" published in the New Jersey Law Journal in December 2008, as well as a chapter on the False Claims Act in the 2010 edition of "Health Law and Compliance Update."  Michael was a speaker at a September 2008 seminar "The New Jersey FCA: Perspectives and Insight," as well as the firm's May 2013 "Taking Care of Business: An Annual Update on Labor and Employment Law" seminar. 


  • Labor and employment litigation and counseling

  • Federal and state False Claims Acts

  • Whistleblower claims