Pay Transparency in New Jersey

By: Karina Kumari and Maureen Abbey Scorese, Esq.

The New Jersey Pay & Benefit Transparency Act (N.J.S.A. 34:6B-23) was signed into law by Governor Phil Murphy on November 18, 2024 and became effective June 1, 2025. The Act requires employers to disclose “pay, benefits, and compensation details in all job postings” and to inform current employees of promotion opportunities.

It applies to postings in all formats, including “online, print, email, and social media.” The law promotes fairness by helping jobseekers and employees understand how compensation compares within a company and across the industry.

Covered Employers

The New Jersey Pay Transparency Law applies to employers with “10 or more employees for at least 20 weeks a year” who do business, hire, or accept job applications in New Jersey. This includes public employers like the state and local governments.

The new policy covers employers based in and outside New Jersey, as long as they have a physical presence in the state. This includes employers who have employees working in NJ, sell to customers in NJ, or are accepting applications from NJ residents. Employment agencies in the state must also comply with the new regulations.

Job Posting Requirements

Employers must include clear pay and benefit details in all job postings, including those for promotions. This means listing the exact pay or a range with both a starting and ending amount, not vague phrases like “up to $35/hour” or “$70,000 and up.”

Postings must include a general description of benefits (e.g., health insurance, PTO, retirement) and explain any additional pay, such as bonuses, commissions, or piece-rate wages. These rules help ensure transparency and promote fair compensation for all workers.

Promotional Opportunities

Employers are now required to make a reasonable effort to let all current employees in the relevant department know about promotion opportunities, whether those opportunities are posted internally or externally, such as online job ads, printed flyers, or similar notices.

However, if a promotion is awarded based on an employee’s years of experience or job performance, the employer is not required to notify other employees of it.

Compliance Penalties

Violating the New Jersey Pay Transparency Law can result in fines of “up to $300 for a first offense” and “$600 for each additional one”. Multiple postings of the same job count as one violation, but each separate non-compliant role counts individually.

Employees or applicants may file complaints online, by mail, or by fax. In order to properly support their claim, they must include a copy of the job posting (with date and web address if online) and note “Pay and Benefits Transparency” on the form. If the issue involves a missed promotion notice or temp work, they must include relevant details or documents.   

Pay Transparency in Other States

The pay transparency laws vary significantly from state to state.  Many states have laws requiring disclosure of pay ranges for job postings, while others focus on providing salary information to current employees upon request or during the hiring process. Some states also have laws prohibiting employers from asking about salary history. 

States with pay transparency laws: 

California: Employers with 15 or more employees must include pay ranges in job postings and disclose pay scales to current employees upon request. 

Colorado: Employers must disclose compensation ranges in all job postings, including internal promotions. 

Connecticut: Employers must disclose pay information (wage, range, and benefits) to applicants and current employees upon request. 

Illinois: Employers with 15 or more employees must include pay scale and benefit information in job postings. 

Maryland: All employers must include compensation information in job postings. 

New York, Rhode Island, Vermont and Washington: Employers must disclose pay ranges for open positions. 

Other states with similar pay transparency laws are included in the chart below.  Some states do not have specific pay transparency laws beyond the federal laws. 

In sum, the pay transparency laws are evolving, and more states are likely to enact them in the future.  The laws of each state vary, as do penalties for not complying with these laws.  It is important for employers to stay informed about the specific requirements in the states where they operate, for pay transparency laws and any other laws applicable to employers.

State	Law Summary	Penalties
California	Employers with 15+ employees must include pay ranges in job postings and disclose pay scales to current employees upon request.	Civil penalties range from $100 to $10,000 per violation. First-time violators may avoid penalties if they correct the issue promptly. Noncompliance can also lead to class action lawsuits under the Private Attorneys General Act
Colorado	Employers must disclose compensation ranges in all job postings, including internal promotions.	Fines range from $500 to $10,000 per violation
Connecticut	Employers must disclose pay information (wage, range, and benefits) to applicants and current employees upon request.	Employees and applicants may sue for violations, with potential compensatory damages between $1,000 and $10,000
District of Columbia	Disclosure requirements exist for both internal and external job postings.	Employers may face civil penalties or be required to pay restitution wages. Retaliation against employees asserting rights under this law is prohibited
Hawaii	Employers must disclose pay ranges for job listings.	Employers may face civil penalties or be required to pay restitution wages. Retaliation against employees asserting rights under this law is prohibited.
Illinois	Employers with 15+ employees must include pay scale and benefit information in job postings.	Penalties for active job postings: First offense, up to $500; Second offense up to $2,500; Third/subsequent offenses, up to $10,000. For inactive postings: First offense up to $250; Second offense up to $2,500; Third/subsequent offenses up to $10,000
Maryland	All employers must include compensation information in job postings.	First violation: Letter compelling compliance; Second violation: Civil penalties up to $300 per affected individual; Third/subsequent violations: Civil penalties up to $600 per affected individual within 3 years
Massachusetts, Minnesota, Nevada	Employers must disclose pay ranges for open positions.	Employers may face civil penalties or be required to pay restitution wages. Retaliation against employees asserting rights under this law is prohibited.
New Jersey	Employers must disclose hourly wage or salary range and a general description of benefits in all job and transfer opportunity postings.	Civil penalties: First violation – up to $300; Subsequent violations – up to $600 per violation. Each promotional opportunity is considered one violation, even if listed on multiple forums. No private right of action;
New York	Employers must disclose pay ranges for open positions.	Civil penalties: First violation – $1,000; Second violation – $2,000; Third/subsequent violations – $3,000
Rhode Island	Employers must disclose pay ranges for open positions.	Civil penalties range from $1,000 to $5,000 per violation, considering factors like previous violations, employer size, and intent
Vermont	Employers must disclose pay ranges for open positions.	Employers may face civil penalties or be required to pay restitution wages. Retaliation against employees asserting rights under this law is prohibited
Washington	Employers must disclose pay ranges for open positions.	Employers may face civil penalties or be required to pay restitution wages. Retaliation against employees asserting rights under this law is prohibited

Conclusion

For help understanding the pay transparency laws in your state or questions specific to your business, contact the trusted Chugh, LLP corporate attorneys.

New Jersey Pay & Benefit Transparency Act, P.L. 2024, c. 91, codified at N.J.S.A. 34:6B-23.