Do New Jersey job postings now need benefits and salary?

Do New Jersey job postings now need to include benefits as well as salary ranges

Yes. For most covered employers in New Jersey, a job posting must include the salary or salary range, a general description of benefits, and any other compensation programs tied to the role. The rule took effect on June 1, 2025, and NJDOL is enforcing it now.

The state’s guidance is explicit about what belongs in the posting. It says employers must provide the hourly wage or salary, or a range, plus a general description of benefits and other compensation programs. NJDOL also says this applies to job postings advertised externally or internally, not just on public job boards.

The part people get wrong is thinking salary alone satisfies the law. It does not. New Jersey’s own guidance says the posting must include benefits information, and its enforcement materials repeat that salary and benefits both need to be present in compliant postings.

The posting does not need a full insurance brochure. The state calls for a general description of the benefits offered, not a line-by-line plan summary. NJDOL’s guidance gives examples such as health insurance, life insurance, disability insurance, paid time off, training, and retirement benefits. Phrases like “great benefits” or “health insurance and more” are not enough on their own because they do not tell applicants what is actually offered.

Salary ranges also have to be real ranges. NJDOL says a range should have both a starting point and an ending point, so a posting like “up to $35 per hour” does not satisfy the rule. The agency also notes proposed guidance around avoiding overly wide pay spreads, but the core requirement is still the presence of actual salary information, not a vague promise.

Coverage is not limited to New Jersey-based workplaces. NJDOL says an employer can be covered if it has 10 or more employees over 20 calendar weeks and does business in New Jersey, employs people in New Jersey, or takes applications for employment within New Jersey. That means a nationwide posting can still fall under the rule if the employer has the required New Jersey connection.

Temporary help service firms and consulting firms are treated differently. NJDOL says they are not required to include wage, benefits, and other compensation information in the job posting itself, but they must give that information at the time of interview or hire for a specific opening. That is the main exception people miss when they try to apply one posting rule to every employer type.

Another mistake is assuming benefits are required to be provided by New Jersey law in every job. New Jersey labor guidance separately says fringe benefits like vacation, severance, and holiday pay are not required by state law, and there is no New Jersey law requiring health insurance coverage. The posting rule is different: if you offer benefits, you must describe them in the job ad when the law applies.

If you are hiring in New Jersey, the practical fix is simple. Make sure each covered posting includes the pay figure or pay range, a plain-English benefits summary, and any other compensation the worker would be eligible for. If your process uses templates, update the template first, because a missing line on one role can become a citation for that role. NJDOL says a violation can carry penalties, and multiple noncompliant roles can be treated separately.

If you want a working example, a compliant posting would say something like: pay range, health insurance, paid time off, retirement plan, and bonus eligibility if applicable. What fails is a posting that lists pay only, or one that says benefits exist without naming them. The law is about giving applicants enough information to compare roles before they apply, which is why the posting has to be concrete.

For employers building hiring workflows, DevConnect can help with tester exchange and job-related coordination inside your own product flow, but it does not change New Jersey posting law. The legal requirement is still the posting itself, and the content has to be there before the applicant applies.

The short answer for New Jersey is yes: for covered employers, benefits belong in the posting alongside salary or a salary range. The inconvenient part is that vague boilerplate is not enough, and templates that used to work before June 1, 2025 now need a real compliance review.