As of June 1, 2025, the Pay and Benefit Transparency Act (NJPBTA), mandates that employers in New Jersey disclose salary ranges and benefits in all job postings. This requirement is to promote pay equity and provide job seekers with clarity into potential compensation.
Who Is Affected?
The NJPBTA applies to employers who:
- Have 10 or more employees over 20 calendar weeks.
- Conduct business, employ individuals, or accept job applications within New Jersey.
This requirement also applies to out-of-state companies who hire or accept applications from New Jersey residents and also to temporary employee agencies when advertising for a specific job opening.
Key Requirements
Employers must include the following in all job postings, whether internal or external:
- Salary Information: Specify the hourly wage or salary or provide an hourly wage or salary range.
- Benefits Description: Offer a general overview of benefits such as health insurance, retirement plans, and paid time off.
- Other Compensation: Detail any additional compensation programs, like bonuses or commissions.
Job postings should avoid vague terms about compensation like “competitive salary” and should provide clear, specific information.
Promotion Transparency
For most promotional opportunities, Employers are also required to make reasonable efforts to inform current employees about promotional opportunities within their departments before making decisions ensuring that existing staff have fair access to advancement opportunities.
Penalties for Non-Compliance
Failure to adhere to the NJPBTA can result in:
- A civil penalty of up to $300 for the first violation.
- Up to $600 for each subsequent violation.
Notably, multiple postings for the same position are considered a single violation.
Individuals do not have a private cause of action under this law, which is subject to agency enforcement only.
Conclusion
Employers should review and update their job postings and internal promotion processes to ensure compliance.
If your organization needs assistance in navigating the new requirements, our employment law team (Russell Lichtenstein, Amy Rudley, Katlin Trout) at Cooper Levenson is available to guide you.
The content of this post should not be construed as legal advice. You should consult a lawyer concerning your particular situation and any specific legal question you may have.