New Jersey has enacted a law aimed at promoting pay equality by requiring employers to provide clear salary and benefits information in their job postings and advertisements. The law, which will take effect on June 1, 2025, is intended to reduce the wage gap and combat potential discrimination by ensuring that workers have access to information needed to make decisions about employment opportunities.
The law, S2310, requires that employers with at least 15 employees include the pay range and a general description of benefits for any new jobs and transfer opportunities that are advertised either externally or internally, whether online, in print or via other methods. This applies to both full-time and part-time positions.
As for promotions, employers are required to make reasonable efforts to announce, post or otherwise make known any promotion opportunity to all current employees in the affected department or departments of the employer’s business. However, the law makes exceptions for promotions that are awarded on the basis of years of experience or performance and for promotions made on an “emergent basis due to an unforeseen event.”
Employers who do not provide the mandated salary range and benefits information in job advertisements can be fined for non-compliance. Each posting constitutes a violation. Penalties escalate for repeated infractions. A first violation is subject to a fine of up to $300, while subsequent violations can incur fines of up to $600.
The law empowers the New Jersey Division of Labor and Workforce Development to enforce these requirements and collect fines from employers found in violation. It also allows individuals to file complaints, making it easier for workers to hold employers accountable for failing to meet the transparency standards.
This new legislation is part of a broader movement across the United States to address pay inequality, particularly in the wake of growing awareness of gender and racial disparities in compensation. By mandating pay transparency, New Jersey joins other states that have implemented similar laws aimed at fostering fairness and inclusivity in the workplace.
The employment law attorneys of Deutsch Atkins & Kleinfeldt, P.C. are devoted to helping workers who face unlawful treatment. Based in Hackensack, we serve clients throughout North Jersey and the New York metropolitan area. To schedule a consultation, call 551-245-8894 or contact us online.
Neil H. Deutsch has been practicing law for over 35 years and is known as a skilled negotiator in employment and discrimination law. He believes in a bottom-line approach of risk analysis and cost effectiveness for his clients. "Case evaluation is something we take seriously," says Mr. Deutsch who seeks top net dollar for his…
Bruce L. Atkins is the Senior Managing Partner at Deutsch Atkins & Kleinfeldt P.C., a prominent plaintiff employment law firm in the tri-state area. Mr. Atkins believes employees’ rights should be aggressively pursued when they’ve been wrongfully dealt with by their employers. He brings this philosophy to his practice when considering each case and its…
Adam J. Kleinfeldt joined Deutsch Atkins & Kleinfeldt, P.C. in March of 2015. He primarily represents individuals in employment litigation such as discrimination, retaliation and whistle blowing matters. He has extensive experience in all phases of the litigation process. Adam has obtained significant results for his clients, including a $525,000 jury verdict in a sexual…
Debra M. McGarvey joined Deutsch Atkins & Kleinfeldt, P.C. in December 2019. She has extensive experience defending employees and employers in state and federal court in employment litigation matters. She has represented clients on various issues arising out of the New Jersey Law Against Discrimination (NJLAD), the New Jersey Conscientious Employee Protection Act (CEPA), the…
Carly Skarbnik Meredith, Esq. is a Partner at the firm. Carly has focused her career exclusively in the field of employment law. She has a plethora of experience representing both employees and employers with their employment issues, needs, and concerns. She believes representing both employees and employers has made her an extremely well-rounded client advocate.…
