New Jersey’s Pay and Benefit Transparency Act took effect on June 1, 2025, changing the way employers advertise jobs and promotions across the state. Employers with 10 or more employees over at least 20 calendar weeks are now required to include pay ranges and a general description of benefits in their job postings.
For job seekers, this law provides a clearer picture of what you can expect before applying. For workers already employed, it brings greater fairness when seeking promotions. At Zazzali, P.C., we represent employees, unions, and workers across New Jersey in matters involving pay, benefits, and workplace fairness.
This guide breaks down what the new pay transparency law requires, why it matters, and how it affects job seekers and employees.
What Employers Must Include in Job Postings
Covered employers must disclose specific information whenever posting a job or transfer opportunity, whether internally or externally. Under New Jersey’s Pay and Benefit Transparency Act, each posting must include:
- The minimum and maximum hourly wage or salary for the position.
- A general description of benefits, such as health insurance, retirement plans, paid time off, or bonuses.
- Any other regular compensation programs that apply to the role.
This rule applies to postings made on company websites, job boards, third-party platforms, or internal bulletins. Employers can no longer rely on vague language like “competitive salary” without giving an actual range.
Promotion Opportunities and Internal Postings
The law requires employers to make reasonable efforts to notify employees of promotion opportunities before filling them. In other words, workers cannot be excluded from advancement options without notice. The law defines a promotion as a change in job title accompanied by an increase in compensation.
There are only two narrow exceptions:
- When a promotion is based strictly on seniority or performance metrics, or
- When an urgent, unforeseen situation requires immediate action.
Outside of those circumstances, employers must ensure promotion postings are transparent and fairly communicated.
Which Employers Are Covered
The Pay and Benefit Transparency Act applies to a wide range of employers, including:
- Private businesses with 10+ employees in New Jersey.
- Public employers (state, county, and municipal entities).
- Employment and placement agencies.
- Certain consulting and temporary help service firms.
There is a limited carve-out: if a temporary or placement agency posts general listings to build a pool of candidates, it does not need to include pay and benefits. That said, once a candidate is being considered for a specific job, pay and benefits information must be provided by the time of the interview or offer.
Penalties for Noncompliance
Employers that fail to comply may face civil penalties, enforced by the Commissioner of Labor and Workforce Development:
- Up to $300 for the first violation.
- Up to $600 for each subsequent violation.
One missing job posting counts as a single violation, even if it appears in multiple places. Similarly, failing to post a promotion properly counts as one violation, regardless of how many employees were affected.
Why This Law Matters for Workers
For employees and job seekers, transparency creates a fairer workplace. You benefit by:
- Knowing salary ranges before applying, saving workers time and energy.
- Having leverage during negotiations, since compensation is disclosed upfront.
- Reducing the risk of being underpaid compared to colleagues in the same role.
- Helping to close wage gaps based on gender, race, or other protected categories.
If you notice a posting that does not comply, or if you are denied access to promotion opportunities, you may have legal grounds to act.
How This Law Fits With Other Workplace Protections
The Pay and Benefit Transparency Act works in tandem with existing worker protections in New Jersey, including:
- The Conscientious Employee Protection Act (CEPA): Protects whistleblowers from retaliation.
- New Jersey’s Law Against Discrimination (NJLAD): Prohibits unequal pay based on protected characteristics.
- Federal protections such as the Equal Pay Act and Title VII of the Civil Rights Act.
Together, these laws strengthen your ability, whether you’re an employee or a job-seeker, to challenge unfair treatment and protect your rights in the workplace.
Frequently Asked Questions About Pay Transparency in NJ
1. Does the law apply to all employers?
No. It applies to employers with 10 or more employees for at least 20 weeks in a year. Smaller businesses are generally exempt.
2. Do promotions and transfers fall under the law?
Yes. Employers must disclose pay ranges and benefits for advancement opportunities, with limited exceptions.
3. Can an employer change the posted pay range later?
Ranges must be provided in good faith. While they may adjust over time, they cannot be misleading or intentionally inaccurate.
4. What should I do if I think an employer isn’t following the law?
Save a copy of the job posting and consider speaking with an employment attorney about your options.
Protecting Your Rights Under New Jersey’s New Law
Pay transparency is more than a policy shift; it is a legal right for workers across the state. If you are a job seeker, it allows you to evaluate opportunities confidently. If you are already employed, it ensures fairer access to promotions and internal mobility.
At Zazzali, P.C., we are dedicated to protecting employees, unions, and workers across New Jersey. If you believe an employer is not complying with the Pay and Benefit Transparency Act, or if you have questions about your workplace rights, we are here to help.
Contact us today to schedule a confidential consultation with a New Jersey employment attorney. We proudly represent workers in Newark, Jersey City, Trenton, Paterson, Elizabeth, and throughout New Jersey. Our attorneys are also licensed in other jurisdictions, allowing us to advise clients in matters that may cross state lines.
Disclaimer: This article is meant to provide general information about New Jersey’s Pay and Benefit Transparency Act. It is not legal advice. Every workplace situation is unique, and the law may apply differently depending on the facts. Reading this blog does not create an attorney-client relationship. If you have questions about your rights or how this law may affect you, please contact Zazzali, P.C. directly.