Pay Transparency Laws in New Jersey
New Jersey has pay transparency requirements
New Jersey requires employers with 10 or more employees to include the hourly wage or salary range and a general description of benefits in job postings. Employers must also provide pay information to internal applicants upon request. New Jersey bans salary history inquiries.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 10+ employees — 10+ employees. |
| Effective date | June 1, 2025 |
| Penalties | Fines of $300 for first violation, up to $600 for subsequent violations per posting. |
| Statute | N.J.S.A. SS 34:6A-16 (SB 2310) |
Pay Transparency Laws in New Jersey: what you need to know
New Jersey has enacted a pay transparency law that affects how employers handle salary information. New Jersey requires employers with 10 or more employees to include the hourly wage or salary range and a general description of benefits in job postings. Employers must also provide pay information to internal applicants upon request. New Jersey bans salary history inquiries. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and New Jersey is among the states leading this trend.
New Jersey requires employers to include salary ranges in job postings. 10+ employees. This means that when you apply for a job in New Jersey, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 10 or more employees.
In New Jersey, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
New Jersey also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in New Jersey must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of New Jersey's pay transparency law includes penalties for non-compliance. Fines of $300 for first violation, up to $600 for subsequent violations per posting. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For New Jersey workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More New Jersey workplace laws
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Frequently asked questions about pay transparency laws in New Jersey
Yes. New Jersey requires employers with 10 or more employees to include salary ranges in job postings.
No. New Jersey has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. New Jersey requires employers to provide salary range information upon request.
Fines of $300 for first violation, up to $600 for subsequent violations per posting.
This depends on the specific provisions of New Jersey law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.