NJ Pay Transparency: 10+ employees, salary range in every posting.
The New Jersey Pay Transparency Act took effect June 1, 2025, requiring employers with 10+ employees to include the salary range and a general description of benefits in all job postings. Promotion opportunities must be disclosed to current employees. Employers with 50+ employees must distribute a Gender Equity Notice at hire, annually by December 31, and upon request. NJDOL published proposed clarifying rules on September 15, 2025; the comment period closed November 14, 2025. Final rules are pending but the operational requirements are in effect now.
Pay Transparency Compliance Workflow
Validates job postings include salary range + benefits description. Triggers promotion-opportunity notice to current employees. Distributes Gender Equity Notice annually for 50+ employees.
What those rules do at posting, promotion, and annual cycle.
The hero card configuration: Block on missing salary range, Flag on promotion notice and Gender Equity Notice.
When a job posting is created or updated for a covered employer (10+ employees), the salary or hourly wage range and a general benefits description must be included. Postings without this content fail to publish.
Internal promotion opportunities must be disclosed to current employees per NJDOL guidance. Teambridge surfaces the promotion notification trigger when a position is opened internally.
Employers with 50+ employees in NJ must distribute the Gender Equity Notice at hire, annually by December 31, and upon request. Workers must acknowledge receipt within 30 days.
Deploy NJ Pay Transparency in your Teambridge.
Tell us about your New Jersey workforce. We'll spin up posting validation, promotion-opportunity workflows, Gender Equity Notice distribution, and 21 other NJ policies in a sandbox tenant.
Salary range + benefits in postings; promotion notice; Gender Equity Notice for 50+.
NJ's Pay Transparency Act is part of a national wave of similar laws (Colorado, Washington, California, New York). NJ's variant adds the Gender Equity Notice requirement specific to mid-sized employers.
Coverage threshold
Coverage: employers with 10 or more employees in NJ over 20 calendar weeks. Employers below the threshold are not subject to the salary disclosure requirements. The 10-employee threshold counts NJ-based employees only, not worldwide headcount (different from NJFLA's worldwide count). Out-of-state employers with NJ workers count those workers toward the threshold.
Posting content requirements
All job postings (external and internal) must include: the hourly wage or salary or a range; a general description of benefits (health insurance, retirement, paid leave, etc.); a general description of any other compensation programs (bonuses, commissions, equity). The range must be in good faith — a $30,000-$300,000 range for an entry-level role is not compliant. NJDOL's September 15, 2025 proposed rules (pending) provide additional clarification on range good-faith standards.
Teambridge gates job postings, surfaces promotion notices, and distributes Gender Equity Notices automatically.
The June 1, 2025 effective date plus the pending NJDOL final rules mean compliance posture should evolve as the rules are finalized.
Salary range + benefits required to publish.
When a job posting is created, salary range and benefits description fields are required. Empty or unrealistic ranges (e.g., $30k-$300k for entry-level) trigger Avoid surfacing.
Internal openings disclosed to current workers.
When a position is opened, the system identifies whether internal candidates exist and triggers the promotion notification workflow. Notice must include salary range.
Distributed by December 31 each year.
For 50+ employee employers, the Gender Equity Notice is distributed annually by December 31 plus at hire and on request. Acknowledgment tracking ensures 30-day receipt.
Compliance posture updated when finalized.
NJDOL's September 15, 2025 proposed rules (comment closed Nov 14, 2025) clarify range good-faith standards and additional posting requirements. Final rules implementation is tracked when adopted.
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