Get Ready: New Jersey’s Pay Transparency Law Is Now in Effect

It’s here.

As of June 1, 2025, employers with operations or applicants in New Jersey must comply with the New Jersey Pay and Benefit Transparency Act. This new law requires upfront pay transparency in job postings and mandates internal notice of most promotions. It applies more broadly than you might think—and failing to comply could cost you.

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TL;DR: If you’re a covered employer and you post a job or promotion in New Jersey without listing pay and benefits, you may already be violating the law.

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Who’s Covered?

The law applies to any employer—public or private—that:

• Has 10 or more employees during 20+ calendar weeks, and
• Does business, employs people, or accepts applications in New Jersey for employment within the state

This includes:

• NJ-based businesses
• Out-of-state employers with NJ employees, contracts, or applicants
• Government agencies, nonprofits, and employment/recruiting firms

Even if none of your employees work in New Jersey, you’re still covered if you take applications from NJ residents within New Jersey or operate in the state.

What Job Postings Must Include

As of June 1, every external or internal posting for a new job or transfer opportunity must clearly state:

1. The hourly wage or salary, or a range
2. A general description of benefits (e.g., health insurance, PTO—not “great benefits”)
3. A general description of other compensation programs (e.g., bonuses, commissions)

Here’s what compliant pay disclosure looks like:

• Line Cook: $27.00 – $29.00 per hour
• RN: $95,000 – $115,000 per year
• Salesperson: $65,000 base salary plus 8–10% commission
• Farmworker: $0.65–$0.85 per bucket or $20/hour, whichever is higher

Don’t say:
🚫 “Up to $35/hour”
🚫 “$70,000 and up”
🚫 “Competitive salary + great benefits”

What About Promotions?

Before awarding most promotions, you must make reasonable efforts to notify current employees in the affected department(s). That includes promotions you plan to advertise externally.

You don’t need to give notice if:

• The promotion is based solely on seniority or performance, or
• It’s a temporary or emergency promotion due to unforeseen events

Also, a “promotion” under the law means both a title change and an increase in pay.

What About Temporary Help or Consulting Firms?

These employers don’t have to include pay and benefits in job postings that are just building an applicant pool. But if they’re interviewing or hiring for a specific job, they must disclose that information at the time of interview or hire.

Penalties

Violations can cost:

• Up to $300 for the first offense
• Up to $600 for each additional one

But here’s the nuance:

• Posting the same job on five websites? That’s one violation
• Posting five different jobs, each missing required info? That’s five violations

Complaint Process

Workers—and even third-party advocates—can file complaints with the New Jersey Department of Labor. NJDOL will:

• Review postings
• Contact the employer
• Impose penalties (if warranted)
• Provide a chance to respond

To avoid problems, make sure your postings are dated, documented, and compliant—starting now.

One More Thing…

Even if your posting is compliant, if it shows a pay disparity compared to current employees, you could still face legal exposure under New Jersey’s Equal Pay Act or Law Against Discrimination. Disclosing the gap might invite scrutiny—especially if it appears linked to race, gender, or another protected trait.

Final Thoughts

The New Jersey Pay and Benefit Transparency Act isn’t just another HR technicality—it reshapes how you communicate pay and opportunity. If you haven’t already updated your templates, trained your recruiters, and aligned your internal promotion processes, now’s the time.