New Jersey has established comprehensive wage transparency requirements that include salary posting mandates, robust wage discussion protections, and detailed employee notification requirements. The New Jersey pay transparency law provides significant protections for workers while requiring employers to proactively disclose compensation information in job postings and maintain transparent wage practices throughout the employment relationship.
Here’s what you need to know about New Jersey’s pay transparency requirements and how they position the state among leaders in wage equity legislation.
Core Law & Compliance
What Is the New Jersey Pay Transparency Law? (2025 Update)
New Jersey’s pay transparency framework consists of several comprehensive components designed to enhance wage equity and protect employee rights. Beginning June 1, 2025, employers with 10 or more employees total must include wage ranges and general descriptions of benefits in job postings, marking a significant advancement in New Jersey’s transparency requirements.
The wage discussion protections under N.J. Statute Section 10:5-12(r) prohibit employers from requiring employees to refrain from discussing wages as a condition of employment and prevent adverse employment actions based on wage disclosures.
Additional transparency requirements under N.J. Revised Statutes Section 34:11-4.6 mandate that employers provide pay rate and payday notifications at hire, plus prior written notice of any changes to wages or paydays. The law also requires employers to provide new employees with educational materials about state wage and hour laws.
New Jersey Salary Posting Requirements for Employers
Beginning June 1, 2025, under New Jersey’s new requirements, employers with 10 or more employees total (not just in New Jersey) must include wage ranges and general descriptions of benefits in all job postings.
According to state guidance, employers are covered if they do business in New Jersey or take applications for employment within New Jersey, even if none of their employees work inside New Jersey. This broad interpretation ensures comprehensive coverage for job seekers in the state.
The wage range and benefits description requirements provide candidates with essential compensation information upfront, allowing them to make informed decisions about job opportunities and strengthening their position in salary negotiations.
When Did/Does the New Jersey Pay Transparency Law Take Effect?
New Jersey’s comprehensive pay transparency provisions are being implemented in phases, with the salary posting requirements taking effect on June 1, 2025. This represents a significant expansion of New Jersey’s existing transparency framework.
The wage discussion protections and notification requirements represent the foundation of New Jersey’s approach to transparency, while the new posting requirements demonstrate the state’s commitment to comprehensive transparency reform.
Employers should prepare for compliance with the June 1, 2025 effective date for posting requirements while ensuring ongoing compliance with existing notification and wage discussion protection provisions.
Employer Responsibilities
Which Employers Must Comply With the New Jersey Pay Transparency Law?
New Jersey’s pay transparency requirements apply to different categories of employers based on the specific obligations involved and have varying effective dates.
Beginning June 1, 2025, employers with 10 or more employees total must comply with salary posting requirements. According to state guidance, coverage extends to employers who do business in New Jersey or take applications for employment within the state, even if no employees work in New Jersey.
All New Jersey employers, regardless of size, must comply with wage discussion protections under Section 10:5-12(r) and notification requirements under Section 34:11-4.6, ensuring that workers across all organizations receive consistent transparency protections.
New Jersey Pay Transparency Thresholds by Employer Size
New Jersey uses a graduated approach based on employer size and compliance timing:
- All Employers: Must comply with wage discussion protections, provide pay rate and payday notifications at hire, give prior written notice of wage changes, and provide new employees with state wage law information (N.J. Rev. Stat. §§ 34:11-4.6, 34:11-58.3; N.J. Stat. § 10:5-12(r))
- Employers with 10+ Employees (Beginning June 1, 2025): Must additionally include wage ranges and benefits descriptions in job postings for positions in New Jersey or when doing business in/taking applications from New Jersey
This tiered system ensures that all employees receive basic transparency protections while requiring enhanced disclosure from employers with greater resources and hiring activity.
Penalties for Violating the New Jersey Pay Transparency Law
New Jersey provides comprehensive enforcement mechanisms for pay transparency violations, particularly under the wage discussion protection provisions. Employers who violate wage discussion protections by requiring employees to refrain from discussing wages or taking adverse employment actions based on wage disclosures face potential legal consequences.
The law specifically prohibits retaliation against employees who exercise their wage discussion rights, creating enforceable protections with meaningful remedies for affected workers.
Failure to comply with salary posting requirements (beginning June 1, 2025), notification obligations, or educational material requirements can result in enforcement action through appropriate state agencies, with New Jersey’s comprehensive framework supporting robust compliance monitoring.
Employee Rights & Impact
What Employees Should Know About the New Jersey Pay Transparency Law
New Jersey employees benefit from comprehensive wage transparency protections that will rank among the strongest in the nation once fully implemented. All workers have explicit rights to discuss and disclose their wage rates without fear of employer retaliation, regardless of their employer’s size.
Beginning June 1, 2025, job seekers will benefit from salary posting requirements that provide upfront compensation information for positions at employers with 10 or more employees, including wage ranges and benefits descriptions that allow informed decision-making about job opportunities.
Current employees have rights to pay rate and payday notifications at hire, prior written notice of any changes to wages or paydays, and educational materials about their rights under state wage and hour laws.
Employee Rights Under New Jersey Salary Posting Law
New Jersey’s salary posting law grants employees comprehensive rights designed to promote transparency and prevent wage discrimination.
The fundamental right to wage discussion under Section 10:5-12(r) means employees can freely share salary information with colleagues and others, and can inquire about and discuss compensation practices within their organization without facing adverse employment actions.
Beginning June 1, 2025, job applicants will have the right to receive wage ranges and benefits descriptions for positions at covered employers, ensuring they can evaluate opportunities with complete compensation information rather than having to negotiate without transparency.
Current employees have rights to detailed notifications about their pay terms and advance written notice of any wage or payday changes, providing comprehensive transparency throughout their employment.
How the New Jersey Pay Transparency Law Helps Reduce Wage Gaps
New Jersey’s comprehensive approach to pay transparency directly addresses multiple factors that contribute to wage gaps. Beginning June 1, 2025, the salary posting requirements will help eliminate information asymmetries that often disadvantage certain groups during salary negotiations by ensuring all candidates have equal access to compensation information.
The robust wage discussion protections enable employees to identify potential pay disparities within their organizations and take action to address them. When workers can freely discuss compensation, patterns of discrimination become more visible and actionable.
The educational materials requirement ensures that employees understand their rights under state wage laws, empowering them to identify and address potential violations or disparities in their compensation.
HR & Legal Best Practices
How HR Teams Can Comply With New Jersey Pay Transparency Law
HR teams should implement comprehensive compliance procedures covering all aspects of New Jersey’s transparency requirements, with particular attention to the June 1, 2025 effective date for posting requirements.
For employers with 10 or more employees, begin preparing job posting templates that include wage ranges and benefits descriptions. Review state guidance to ensure proper understanding of coverage requirements, especially for employers who do business in New Jersey without having employees physically located in the state.
Establish clear policies protecting employees’ wage discussion rights and prohibiting retaliation. Train managers and supervisors on these protections to ensure consistent implementation across the organization.
Implement robust procedures for providing pay rate and payday notifications at hire, prior written notice of wage changes, and required educational materials about state wage laws to new employees.
Updating Job Postings to Meet New Jersey Salary Transparency Rules
Beginning June 1, 2025, job postings from covered employers must include comprehensive compensation information that provides meaningful guidance to job seekers. Wage ranges should reflect realistic expectations of what the employer would actually pay for the position, considering factors like experience, qualifications, and performance.
Benefits descriptions should provide helpful information about significant components of the compensation package, including health insurance, retirement benefits, paid time off, and other valuable benefits offered with the position.
Ensure that compliance procedures account for the broad coverage interpretation, including employers who do business in New Jersey or take applications from New Jersey residents, even if they have no employees physically located in the state.
Does the New Jersey Pay Transparency Law Apply to Remote or Hybrid Workers?
New Jersey’s pay transparency law applies based on employer coverage criteria and employee location. Beginning June 1, 2025, employers with 10 or more employees must comply with posting requirements if they do business in New Jersey or take applications for employment within New Jersey, regardless of work arrangement.
This broad interpretation ensures that remote and hybrid workers connected to New Jersey receive the same transparency protections as traditional in-office employees, reflecting the law’s comprehensive approach to worker protection.
The wage discussion protections and notification requirements apply to all New Jersey employees regardless of work arrangement, ensuring consistent protection across different employment arrangements.
Comparison and Broader Context
How New Jersey Pay Transparency Rules Compare With California and New York
New Jersey’s approach to pay transparency incorporates strong elements found in California and New York while establishing its own comprehensive characteristics. Like both leading states, New Jersey will require proactive salary disclosure in job postings rather than disclosure only upon request, beginning June 1, 2025.
New Jersey’s 10-employee threshold is moderate compared to other transparency states, while the broad coverage interpretation for employers doing business in the state ensures comprehensive protection for job seekers.
The combination of salary posting requirements, wage discussion protections, notification requirements, and educational material mandates positions New Jersey among the leading transparency states with a framework that rivals comprehensive approaches nationwide.
Federal Pay Transparency Requirements vs. New Jersey Law
New Jersey’s comprehensive state-level requirements will significantly exceed current federal transparency protections once fully implemented. The state’s proactive salary posting requirements and robust wage discussion protections provide broader coverage than federal laws currently offer to most private sector employees.
New Jersey’s enforcement mechanisms and educational requirements supplement federal protections while providing clearer state-level remedies for transparency-related violations.
The state’s framework demonstrates how comprehensive state legislation can provide enhanced worker protections that exceed federal minimums and serve as a model for potential national pay transparency standards.
Pay Transparency Laws by State: Where Does New Jersey Stand?
New Jersey will rank among the leading states in pay transparency legislation once the salary posting requirements take effect on June 1, 2025. The state’s combination of comprehensive posting mandates, strong wage discussion protections, and detailed notification requirements creates a robust framework for wage equity.
The 10-employee threshold provides broad coverage while remaining practical for enforcement, and the comprehensive scope of protections demonstrates New Jersey’s commitment to ensuring transparency benefits reach workers throughout the state’s economy.
New Jersey’s approach contributes to the growing momentum for pay transparency legislation nationwide, with its comprehensive requirements serving as a model for other states considering similar legislation.
FAQs About the New Jersey Pay Transparency Law
Do small businesses need to comply with New Jersey pay transparency law?
All New Jersey employers must comply with wage discussion protections, pay rate notifications at hire, prior written notice of wage changes, and educational material requirements. Beginning June 1, 2025, employers with 10 or more employees total must also include wage ranges and benefits descriptions in job postings, providing some relief for very small businesses while ensuring basic transparency protections for all workers.
How should employers update existing job postings?
Beginning June 1, 2025, employers with 10 or more employees must update all job postings to include wage ranges and general descriptions of benefits. This requirement applies to employers who do business in New Jersey or take applications for employment within New Jersey, even if they have no employees physically located in the state.
Are salary ranges required for internal postings as well as external ones?
New Jersey’s salary posting law applies to “job postings” beginning June 1, 2025, but doesn’t specifically distinguish between internal and external postings. Given the law’s transparency objectives and comprehensive scope, employers should consider including wage ranges in internal postings as well, though specific legal requirements may depend on how internal opportunities are communicated to employees.
What happens if employers fail to disclose salaries?
Beginning June 1, 2025, employers who violate New Jersey’s salary posting requirements may face enforcement action through appropriate state agencies. The state provides comprehensive enforcement mechanisms for violations of posting requirements, wage discussion protections, and notification obligations, with New Jersey’s framework supporting robust compliance monitoring and enforcement efforts.
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