Pay transparency coming to New Jersey in 2025
The forthcoming New Jersey pay transparency law will require covered employers operating in the state to include pay and benefits information in job postings beginning in June 2025.
Published: November 19, 2024 | by Emily Scace, JD, Senior Legal Editor at Brightmine
New Jersey Gov. Phil Murphy has signed a bill that will require many employers operating in the state to include pay and benefits information in job postings beginning in June 2025. The bill makes New Jersey the 14th state to enact a pay transparency law.
S.B. 2310 will apply to any employer with 10 or more employees that does business, employs workers or takes job applications within New Jersey. Covered employers must include a pay range and general description of benefits and other compensation in any external or internal job posting.
Temporary help firms and consulting agencies are not required to include pay ranges or benefits information in postings with the purpose of identifying qualified applicants for potential future job openings. However, these firms must provide this information to applicants when they are interviewed or hired for a specific job opening.
Unlike some similar laws, the New Jersey bill does not require employers to disclose a pay range to employees for their current roles.
S.B. 2310 increases transparency not only for pay but also for internal advancement opportunities. Before making a promotion decision, employers must make reasonable efforts to inform current employees in the affected department of the opening. The law defines a promotion as a change in job title and an increase in compensation.
Promotions based on years of experience or job performance are not subject to the notification requirement, and employers may still make promotion decisions on an emergent basis due to unforeseen events.
A first violation of the law carries a civil penalty of $300, and each subsequent violation will be subject to a $600 penalty. These penalty amounts are significantly lower than those in an earlier version of the bill, which would have imposed per-violation penalties up to $10,000.
The law takes effect June 1, 2025.
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About the author
Emily Scace, JD
Senior Legal Editor, Brightmine
Emily Scace has more than a decade of experience in legal publishing. As a member of the Brightmine editorial team, she covers topics including employment discrimination and harassment, pay equity, pay transparency and recruiting and hiring.
Emily holds a Juris Doctor from the University of Connecticut School of Law and a Bachelor of Arts in English and psychology from Northwestern University. Prior to joining Brightmine, she was a senior content specialist at Simplify Compliance. In that role, she covered a variety of workplace health and safety topics, was the editor of the OSHA Compliance Advisor newsletter, and frequently delivered webinars on key issues in workplace safety.