New Jersey Pay Transparency Law: What Employers Must Know

Governor Phil Murphy signed S2310 into law on November 18, 2024, enacting it as P.L. 2024, c.91 (N.J.S.A. 34:6B-23). Since June 1, 2025, covered employers must disclose compensation and benefits in every new job posting. New Jersey is one of the stricter states on posting content: unlike range-only states such as New York, it also requires a general description of benefits and other compensation programs. See every state with an active posting law for how New Jersey compares.

One common confusion: the statewide Act is separate from the Jersey City pay transparency ordinance, which has applied to Jersey City employers since 2022. If you hire in Jersey City, both can apply to the same posting.

Quick facts

Law

New Jersey Pay Transparency Act — S2310, P.L. 2024, c.91 (N.J.S.A. 34:6B-23)

Effective date

June 1, 2025

Employer threshold

10 or more employees company-wide over 20 calendar weeks

Required: salary range

Yes — hourly wage or salary, or a range

Required: benefits

Yes — general description of benefits and other compensation programs

Applies to remote roles

Yes — if applications are taken from NJ residents for work performable from New Jersey

Promotions

“Reasonable efforts” to make promotion opportunities known to employees in affected departments

Penalty

Up to $300 first violation; $600 each subsequent (one fine per posting, even across platforms)

Enforced by

New Jersey Department of Labor & Workforce Development

The threshold counts everyone, everywhere

The Act covers employers with 10 or more employees over 20 calendar weeks that do business, employ persons, or take applications for employment in New Jersey. Per the New Jersey Department of Labor, the count includes all employees — inside or outside the state. A 200-person company headquartered in Texas with zero NJ employees is covered the moment it accepts an application from a New Jersey resident for a role that can be performed remotely from New Jersey.

What every posting must include

Covered postings — internal and external — must state the hourly wage or salary, or a range of it, plus a general description of benefits and other compensation programs the employee would be eligible for, such as bonuses and commissions. A range alone is not enough; the benefits description is a separate, independently enforceable element.

Watch the rulemaking: NJDOL has proposed rules (N.J.A.C. 12:74) that would cap how wide a posted range can be — no more than 60% above the minimum figure. The rules are proposed, not yet final, but they signal how the Department views implausibly wide ranges.

One fine per posting — not per platform

Penalties are up to $300 for a first violation and $600 for each subsequent violation. In the employer’s favor, the Act treats a single noncompliant posting as one violation even when it is syndicated to multiple job boards. The exposure is modest per posting compared to Massachusetts or NYC — but violations accumulate across postings, and a noncompliant careers page rarely has just one.

Frequently asked questions