Pay Transparency Requirements Remain in Full Effect in New Jersey for 2026

As New Jersey enters 2026, the state’s pay transparency law, which was phased in during 2025, continues to be actively enforced. These requirements are designed to promote wage equity, reduce pay gaps, and ensure employees and job candidates have clear information about compensation from the start of the hiring process.

What Employers Must Do

Under New Jersey’s pay transparency requirements:

• Employers with 10 or more employees must include wage or salary ranges and a general description of benefits and compensation in all job postings, whether posted internally or externally.
• Employers are required to provide written notice of an employee’s rate of pay and designated paydays at the time of hire, and before any changes to compensation are made.
• Employers may not prohibit or discourage employees from discussing wages. Any policies or practices that restrict wage discussions are prohibited under state law.

Compliance Considerations for Employers

To remain compliant, employers should take time to review and update recruiting materials, job postings, offer letters, and onboarding documents to ensure they accurately reflect pay transparency obligations. HR teams should also train hiring managers and recruiters on these requirements to avoid inadvertent violations.

Where Employers Can Learn More

Employers seeking additional guidance can review legal and compliance resources from trusted sources, including:

• Seyfarth Shaw – New Jersey Employer Updates & Pay Transparency Guidance
  https://www.seyfarth.com
• New Jersey Department of Labor & Workforce Development – Wage & Hour Resources
  https://www.nj.gov/labor

Staying proactive about pay transparency not only reduces legal risk but also builds trust with employees and candidates by reinforcing fairness and openness in compensation practices.