New Jersey Pay Transparency Law (2025): Guide for Employers

As of June 1, 2025, New Jersey employers must follow the New Jersey Pay and Benefit Transparency Act (NJPBTA). This law makes it easier for job seekers and current employees looking for a transfer or promotion to know exactly what an employer is offering before they apply.

With Deel PEO and US Payroll, state-specific compliance is handled for you. Our in-house experts and automations ensure your payroll and hiring processes are up-to-date with the latest local, state, and federal policies.

This article provides a simple breakdown of what the New Jersey Pay Transparency Law requires, who it covers, and what happens if an employer doesn’t comply.

Why this law exists

• Fairness for job seekers: Applicants should know the wage, salary, or pay range and benefits before they spend time applying
• Equity for employees: Current staff can see whether their pay and benefits are in line with what the company offers new hires doing the same or similar work
• Support from NJDOL: The New Jersey Department of Labor and Workforce Development (NJDOL) will help all workers understand and enforce their rights, no matter their immigration status

Which employers must comply

An employer is covered if they meet both of these conditions:

1. Size: They employ at least 10 people for 20 or more calendar weeks in a year
2. New Jersey Connection: They do business in New Jersey, have employees in New Jersey, or accept job applications from New Jersey residents

Public employers—state agencies, counties, and local government bodies—are also covered.

Examples of covered employers

• A company with a headquarters or office located in New Jersey
• An out-of-state company that has at least one employee working in New Jersey
• An out-of-state company that sells products or services to New Jersey businesses or customers
• An out-of-state company that accepts job applications from New Jersey residents
• Placement agencies or other employment agencies that operate in or take applications from New Jersey

Temporary help service firms (temp agencies) do not have to list pay or benefits in the job posting itself. Instead, they only need to share that information during the interview or at the time of hire for a new position.

What must be included in every job posting

Whenever a covered employer advertises a new job or an internal transfer, all postings—online or offline—must include:

Wage or salary (or a range)

• List either a single figure or a clear range (e.g., “$25 USD – $35 per hour”)
• Ranges must show both the minimum and maximum. Avoid phrases like “up to $35 per hour” (no minimum) or “$70,000 and up” (no maximum)

Acceptable examples

• Line Cook: $27.00 – $29.00 per hour
• Registered Nurse: $95,000 – $115,000 per year
• Salesperson: $65,000 per year base plus 8 – 10% commission per unit sold
• Agricultural Worker: $0.65 – $0.85 per bucket of tomatoes picked, or $20 per hour (whichever is higher)

General description of benefits

Clearly list the types of benefits, such as health insurance, retirement plans, paid time off, and so on.

Don’t use vague or marketing phrases like “great benefits.” Instead, say “health insurance, 401(k) match, paid vacation, dental coverage,” etc.

General description of other compensation programs

Describe any bonuses, profit-sharing, stock options, stipends, or other perks that go beyond base pay.

Every platform or medium—websites, social media, newspapers, print ads, company newsletters, email, bulletin boards—counts as a “job posting.” All must include these three elements. Download a free job description template to get started.

Notifying current employees of promotions

Employers must make “reasonable efforts” to let existing employees in affected departments know about promotion openings. These efforts can include:

• Posting to an internal career site or intranet
• Sending an email to the department
• Posting on a bulletin board or internal newsletter

Exception: If a promotion is based only on a set number of years of service or clearly defined performance criteria (with no “posting” required), you do not have to give separate notice.

Penalties for not complying

• First violation: Up to $300 per noncompliant job opening
• Subsequent violations: Up to $600 per noncompliant job opening

Important clarifications:

• If the same job is posted in several places (e.g., newspaper + website + social media) at the same time, all those postings count as one violation (one penalty)
• If an employer posts multiple different jobs and each fails to comply, each job counts as a separate violation (multiple penalties)

Filing a complaint

If an employee thinks their employer violated the NJPBTA, they can file a complaint with the NJDOL:

1. Online: Use NJDOL’s secure complaint system
2. Mail or fax: Download the form from the NJDOL website, fill it out, and send it

What employees should include in their complaint

• When and how they found the violation: For example, “I saw this job ad on May 17, 2025, on CompanyXYZ’s careers page”
• Copy of the noncompliant job posting: If it was online, they should print or save a PDF showing the date and URL (a link alone isn’t enough, since it might disappear)
• Promotional opportunity details (if relevant): If they’re complaining about a promotion, they should explain how and when they should have been notified but weren’t
• Temporary worker details (if applicable): If they’re a temp worker, they should include any documents from their interview or hire showing they didn’t get pay/benefit information as required

A union representative or community group can file on their behalf or help them put the complaint together.

How NJDOL Investigates

1. Review the complaint: NJDOL will check the details they provide (job posting text or screenshots, dates, URLs)
2. Notify employer if needed: If there’s a clear violation, NJDOL will contact the employer and explain how to fix it
3. Assess penalty if necessary: If the employer doesn’t correct the problem, NJDOL can impose a penalty
4. Right to contest: Employers have a chance to contest any penalty before it’s finalized

Steps for employers to stay compliant

Update all job postings immediately

Make sure every listing—online or in print—in a public or internal forum includes:

• A clear wage/salary or pay range (minimum and maximum)
• A general description of benefits
• A general description of other compensation programs (bonuses, commissions, equity, etc.)

Notify current employees about promotions

Use emails, intranet announcements, bulletin boards, or other reasonable methods to alert staff of internal openings.

Train HR and hiring teams

Hold quick refresher sessions so everyone understands how to:

• Write pay ranges correctly
• Describe benefits without marketing fluff
• Explain non-wage compensation clearly

Audit postings regularly

Check every platform—company website, social media, job boards, and printed flyers—to confirm compliance.

Prepare for complaints

Designate a contact within HR or legal who can respond quickly if an employee files a complaint.

Keep records of all job postings, internal notices, and employee communications about openings.

Simplify state-specific payroll with Deel

Deel simplifies state-specific compliance, like New Jersey’s Pay and Benefit Transparency Act, with two key solutions: Deel US Payroll and Deel PEO.

• Expert oversight: Deel’s in-house compliance team tracks New Jersey’s evolving rules, such as internal promotion notices, and adjusts your employee handbooks and notifications accordingly

• Unified reporting: The Deel platform generates audit-ready reports to demonstrate compliance to NJDOL, whether you’re hiring in Newark, managing remote staff, or expanding to multiple states

With Deel's transparency features and comprehensive HR support, your organization can confidently navigate payroll in New Jersey, mitigate your risk of penalties, and build trust through clear, equitable compensation practices. Book a demo today to learn more.