Pay transparency law in New Jersey: what employers must put in a job posting (2026)
Yes. Since June 1, 2025, employers with 10 or more employees must include the hourly wage or salary (or a range) and a general description of benefits and other compensation in every job and transfer posting — and must make reasonable efforts to tell current staff about promotions.
The rule, in plain English
New Jersey's Pay and Benefit Transparency Act took effect on June 1, 2025. It applies to employers with 10 or more employees over 20 calendar weeks that do business, employ people, or take job applications in New Jersey — including out-of-state employers with New Jersey employees.
- What every posting must include: the exact hourly wage or salary, or a wage/salary range; and a general description of the benefits and other compensation programs the employee would be eligible for.
- No open-ended ranges: a range needs a start and an end. "Up to $35/hour" or "$70,000 and above" doesn't comply.
- Agencies too: job placement, temp, and consulting firms posting on your behalf have to include the same information.
New Jersey adds a second duty: make reasonable efforts to announce or post promotion opportunities to current employees in the affected department. There are carve-outs — promotions awarded purely on years of experience or performance, and emergent promotions driven by unforeseen circumstances, don't trigger the notice.
What happens if you don't
Civil penalties are $300 for a first violation and $600 for each subsequent violation. If you run the same posting in several places at once — a newspaper, a job board, and social media — that counts as a single violation. There's no private lawsuit under this Act; the New Jersey Commissioner of Labor enforces it. Confirm the current figures on the official NJ DOL page.
What to actually put in the job description
New Jersey wants pay plus a benefits description together:
Salary range: $69,000–$92,000 per year.
Other compensation: annual bonus eligibility.
Benefits: medical, dental, and vision insurance; 401(k) match; paid time off.
For an hourly role, post the wage or range — e.g., "$25–$31/hour."
Frequently asked questions
Does the New Jersey pay transparency law apply to small businesses?
It applies once you reach 10 employees over 20 calendar weeks — one of the lower thresholds among states, so many small businesses are covered.
Do I have to describe benefits too?
Yes. Along with the wage or salary, the posting must include a general description of the benefits and other compensation the employee would be eligible for.
Can I post an open-ended salary like "$70,000 and up"?
No. A range needs both a starting and an ending figure. Open-ended postings don't comply.
Do I have to notify current employees about promotions?
Yes — make reasonable efforts to announce or post promotion opportunities to current employees in the affected department, unless the promotion is based purely on experience/performance or is an emergent, unforeseen need.
Generate a NJ-compliant job description — free
Our free JD generator builds an inclusive, bias-scanned job description with the New Jersey pay disclosure wired in. Add your benefits and other-compensation lines and you're compliant. No signup.
Write a compliant NJ JD →This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the New Jersey Department of Labor and Workforce Development's official guidance — nj.gov/labor — or with employment counsel, before posting.