Coverage thresholds, what has to be disclosed, by when, and what happens if it isn’t — for employers with people in New Jersey.
New Jersey requires benefits in the posting and an internal announcement before any promotion decision. The second one lives in your recruiting process, not your job template, which is why it is the one most often missed.
Effective 1 June 2025. Employers with at least 10 employees over 20 calendar weeks that do business in, employ people in, or take applications in New Jersey.
The provision that catches employers who fixed the template and stopped.
The threshold is 10 employees over 20 calendar weeks. Whether those 10 must be New Jersey-based is read by most firms as yes, but is not spelled out in the statute. Treat it as unresolved and count conservatively.
Job placement and employment agencies meeting the threshold are covered in their own right.
The Diane B. Allen Equal Pay Act reporting duty applies to holders of qualifying State contracts — services or public works — and requires employee reports covering gender, race and ethnicity, job category, compensation and hours worked, filed at contract commencement. It does not apply to municipal or county contracts.
Many New Jersey human services agencies hold exactly these contracts. The annual cadence after the initial filing is unverified; confirm with counsel.
We support New Jersey employers on the compensation side — pay equity analysis, range architecture, and how executive pay reads inside a filing or a published range. We are not attorneys and this page is not legal advice; anything marked unverified above should be confirmed with employment counsel before you act on it.
For advisory work in the region see our Trenton executive compensation page.
Yes. Postings must include the hourly wage or salary, or a range the employer would consider, plus a general description of all benefits and other compensation programs the employee would be eligible for. That is broader than Virginia, Maine, Vermont or Hawaii, none of which require benefits.
Employers must make reasonable efforts to announce promotion opportunities to all current employees in the affected departments before making a promotion decision. Exceptions apply for emergent promotions due to an unforeseen event, and for promotions awarded on years of experience or performance.
Generally yes where the role could be performed in New Jersey or reports into a New Jersey supervisor, office or worksite. The specifics vary — some statutes test on where work is performed, others on the reporting line, and several reach out-of-state employers recruiting locally-based remote staff.
No. It is a compensation practitioner's summary of published requirements, current as at July 2026, intended to help scope the compensation work these obligations create. Items we could not verify are marked as such rather than glossed. Confirm current requirements with employment counsel before acting.
Pay equity analysis and range architecture, sequenced so findings can be acted on rather than merely disclosed.
Tell us what you’re working through and we’ll follow up directly.