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New Jersey pay transparency law: what it requires and who posts pay
New Jersey requires employers with 10 or more employees that do business or take applications there to put pay and benefits in job postings, a rule in effect since June 1, 2025. As of Oct 17, 2026, 61.4% of the 9,171 LAYIQ postings placed in New Jersey state a pay range, against 30.4% in the 36 states shown without a rule in our law table.
Who posts pay in New Jersey
As of Oct 17, 2026, LAYIQ lists 9,171 postings placed in New Jersey. 5,627 of them state a US dollar annual or hourly pay range or single figure.
- LAYIQ postings placed in the state
- 9,171
- Of those, stating pay
- 5,627
- Share stating pay
- 61.4%
Across the 36 shown states without a rule in the law table, 30.4% of postings state a pay range. The two groups differ in more than the law, such as their employers and the kinds of jobs they list, so this describes the postings and does not measure what any law does.
- A posting counts in every state where LAYIQ has placed one of its locations, so states overlap. A posting with no location placed in a state, such as some that name several places in one line and some remote postings, is in no state.
- A posting counts as stating pay when its pay is a US dollar annual or hourly pay range or single figure, recorded as a minimum and a maximum that can be equal. Monthly pay and other currencies are not counted.
- These shares do not say whether an employer follows a pay range law. A law reaches some employers and postings and not others, and LAYIQ cannot tell which apply to a posting.
- LAYIQ lists only postings from the last six calendar months, and a snapshot of what is open now over-represents postings that stay up for months.
As of . Pay ranges come from the employers' own postings.
The same numbers for every state with 200 or more postings are in the pay transparency CSV.
Download the CSVWhat the law says in New Jersey
The table is the part of the pay range law table that reaches this state, confirmed on official government pages as of October 13, 2026. The facts below come from the sources listed at the end of this page, each with the day LAYIQ read it. Laws change and details vary, so check the linked source or your state labor department before relying on a rule. This is general information, not legal advice.
| Jurisdiction | Who it covers | In effect since | Official source |
|---|---|---|---|
| New Jersey | Employers with 10 or more employees that do business or take applications in New Jersey1 | June 1, 20251 | Dept. of Labor (opens in a new tab) |
What a posting has to show
- Who is covered. Employers with 10 or more employees over 20 or more calendar weeks, whether those employees work inside or outside New Jersey, that do business, employ people or take applications for employment in New Jersey. Public employers are covered, and so are employment agencies.1
- What to post. Any posting for a new job or transfer opportunity, internal or external, gives the hourly wage or salary or a range, a general description of the benefits, and any other compensation programs the employee would be eligible for.1
- A range with both ends. The department says a range should have a starting point and an ending point, and gives “up to $35 per hour” and “$70,000 per year and up” as examples that leave one end out.1
- Nationwide postings. If an employer meets the employee minimum and does business, employs people or takes applications in New Jersey, its postings must meet the law even when it advertises nationally.1
- Penalties. Up to $300 for a first violation and up to $600 for each later one. One opening advertised on several platforms with none of the postings meeting the law counts as one violation.1
The department’s page, read on October 17, 2026, says its proposed rules (N.J.A.C. 12:74) had not been adopted and are non-binding, though instructive. Check it for their status.
How to cite
Please cite LAYIQ with the date of the law table and, for the share, the as-of date, and say the share describes the postings open at that moment. A suggested citation:
LAYIQ. “New Jersey pay transparency law: what it requires and who posts pay” Pay range law as of October 13, 2026; posting data as of Oct 17, 2026. https://layiq.ai/data/pay-transparency/new-jersey
The data on this page is licensed under CC BY 4.0 (opens in a new tab). Credit it as “Source: LAYIQ (layiq.ai), CC BY 4.0”. A link back is welcome, never required.
Frequently asked questions
When did New Jersey’s pay transparency law take effect?
On June 1, 2025, according to the Department of Labor and Workforce Development.1
Which employers does New Jersey’s pay transparency law cover?
Employers with 10 or more employees over 20 or more calendar weeks, inside or outside New Jersey, that do business, employ people or take applications for employment in New Jersey.1
What must a New Jersey job posting include?
The hourly wage or salary of the position, or a range of it, a general description of the benefits, and any other compensation programs the employee would be eligible for.1
What share of New Jersey job postings on LAYIQ state a pay range?
As of Oct 17, 2026, 61.4% of the 9,171 LAYIQ postings placed in New Jersey state a US dollar annual or hourly pay range or single figure. It describes the postings LAYIQ lists and does not say whether an employer follows the law.
Sources
- New Jersey Department of Labor and Workforce Development. Pay and benefits transparency (opens in a new tab). Accessed October 17, 2026.