New Jersey Pay Transparency Law Takes Effect June 1, Mandating Salary and Benefits Disclosure in Job Postings

Employers with 10 or more workers must include compensation details and notify current employees of promotions under the new state law.

A new state law requiring employers in New Jersey to disclose salary ranges and benefits in job postings will go into effect on June 1, 2025, according to a reminder issued by the New Jersey Department of Labor and Workforce Development (NJDOL). The law, aimed at increasing transparency in hiring and promotional practices, applies to a broad array of public and private employers operating within the state.

Enacted on November 18, 2024, as P.L. 2024, Chapter 91 (codified at N.J.S.A. 34:6B-23), the legislation mandates that businesses with at least 10 employees over a 20-week period and that conduct business, employ workers, or solicit applications within New Jersey, must disclose compensation and benefits in job advertisements. This includes listings for both new roles and internal transfer or promotional opportunities.

“Last year, I was proud to sign this legislation to increase workplace transparency and support hardworking New Jerseyans across the state,” said Governor Murphy. “This law builds upon my Administration’s efforts to make the Garden State more equitable, ensuring that critical salary and benefits information and career advancement opportunities are accessible to our workers. I am thrilled this Act is now taking effect and cementing New Jersey’s legacy as the best state in the nation to live and work.” 

Job postings covered under the law must include:

• The hourly wage or salary, or a range of wages or salaries

• A general description of benefits

• Information on other forms of compensation, such as bonuses or commissions

In addition to public advertisements, employers must make reasonable efforts to notify current employees of available promotions. This applies across various forms of communication, including job websites, printed media, company emails, newsletters, and social media.

The law applies to:

• Employers based in New Jersey

• Out-of-state employers with New Jersey-based workers

• Public entities such as state agencies, counties, and municipalities

“This new law is a significant stride toward workplace equity,” said Labor Commissioner Robert Asaro-Angelo. “Requiring salary and benefit transparency, as well as promotional notifications, fosters an environment of trust and fairness that benefits both employers and employees. This law empowers workers to make informed decisions and encourages employers to compete fairly, driving progress in our labor market.” 

The NJDOL has published guidance and resources on its website to help employers understand and implement the requirements. The agency also provides multilingual support to assist both employers and workers with questions or concerns. Complaints regarding noncompliance may be filed online, by mail, or via fax.

With the enactment of this law, New Jersey joins a growing number of states and jurisdictions, including New York and Washington, D.C., that have introduced pay transparency measures to promote fairness and reduce wage disparities.

Further details, including compliance resources and complaint submission links, are available at:
🔗 nj.gov/labor/paytransparency
🔗 myworkrights.nj.gov