New Jersey Employers: Pay Transparency Laws Effective June 1st
By: Charlotte Moriarty on 4/29/25
As previously reported, New Jersey Governor Phil Murphy signed into law pay transparency requirements for New Jersey employers on November 18, 2024.
New Jersey has joined a growing number of states and cities that have enacted pay transparency laws requiring employers to disclose compensation details on job postings.
The statewide New Jersey law will take effect on June 1, 2025. As the effective date quickly approaches, New Jersey employers must be aware of their obligations under this new law.
Covered Employers
Employers with at least ten (10) employees over twenty (20) calendar weeks who “do business, employ persons, or take applications” within New Jersey will be subject to the pay transparency requirements.
The law does not specify whether the employees must be located in New Jersey, but it is expected to be interpreted broadly. Employers who conduct business in New Jersey with ten employees in the state or elsewhere are advised to comply with the law.
Job placement and referral agencies are also covered.
Covered Job Listings
The law includes job advertisements, postings, printed flyers, or other similar advertisements, both internally and externally.
Disclosure and Notice Requirements
New Jersey employers must disclose the salary or hourly wage range and a general description of benefits and other compensation programs for which the employee would be eligible on each job listing.
Employers must also make reasonable efforts to make known promotion opportunities posted internally or externally to all current employees in the affected department. However, employers are not prohibited from making promotions on an emergent basis due to an unforeseen event. Promotions awarded based on a current employee’s years of experience or performance are not subject to these notification requirements.
Penalties for Non-Compliance
Employers who violate the New Jersey pay transparency requirements will be subject to civil fines of up to $300 for a first offense, and up to $600 for a repeat offense. These fines are payable to the New Jersey Department of Labor and Workforce Development. Individual employees may not bring private claims under the law.
Next Steps for Employers
- Defining compensation ranges and benefit descriptions for all positions
- Ensuring these ranges and benefit offerings are equitable and non-discriminatorily applied
- Training employees responsible for managing job listings on pay transparency requirements
- Consulting with an employment attorney to ensure compliance with the New Jersey pay transparency law
For more information on pay transparency laws in New Jersey and New York, contact Chaim Book at cbook@booklawllp.com or Sheryl Galler at SGaller@booklawllp.com.
