New Jersey Remote Job Postings: Salary and Benefits

Do remote jobs in New Jersey need to include salary and benefits in the posting

Yes, if the employer is covered by New Jersey’s pay transparency law, remote jobs that do business, employ people, or take applications in New Jersey must include salary and a general benefits description in the posting. The rule applies to new jobs and transfer opportunities, not just office-based roles. The requirement took effect on June 1, 2025.

The part people get wrong is location. A remote role is not exempt just because nobody sits in a New Jersey office. If the employer is in scope under the law, the posting still needs the pay information and benefits information. New Jersey’s guidance says the law covers employers that do business in the state, employ persons in the state, or take applications for employment within New Jersey.

The salary piece can be written as the exact wage or salary, or as a range. New Jersey’s guidance says the range should have both a bottom and a top end. “Up to” language leaves out the lower bound, and “and up” language leaves out the upper bound, so those forms do not meet the guidance the state published for postings.

The benefits piece is not optional if the posting is covered. The state says the posting must include a general description of the benefits offered. The guidance names health insurance, life insurance, disability insurance, paid time off, training, and retirement or pension benefits as examples of what belongs in that description.

People also miss that “general description” still has to describe something real. Phrases like “great benefits offered” are too vague, because they do not tell a job seeker what the employer actually provides. New Jersey’s guidance says the posting should list the general description of the benefits offered, not a slogan about benefits.

The employer coverage threshold matters. New Jersey’s press release says the law applies to employers with 10 or more employees over the course of 20 calendar weeks that do business, employ persons, or take applications for employment within New Jersey. That means a small employer below the threshold is outside this specific rule, while a larger employer with a remote posting can still be covered.

Temporary help service firms and consulting firms are treated differently in the state guidance. New Jersey says those firms are not required to include the hourly wage or salary, a general description of benefits, and other compensation programs in a job posting. That exception is narrow, so a normal employer should not assume it applies.

The inconvenient part is that the posting has to be complete before it goes public. If the role is remote and the employer is covered, the safest workflow is to prepare the salary range and benefits summary at the same time as the job description. Waiting until after posting creates a fix-it problem, and a bad posting can reach applicants before anyone notices the missing disclosure.

If the job is remote for a person in New Jersey but the employer has no New Jersey connection at all, the analysis is less obvious from the public guidance alone. New Jersey’s published materials frame coverage around whether the employer does business in the state, employs people in the state, or takes applications there. A practical read is that the employer’s New Jersey connection controls, not the desk location alone.

A simple compliance check helps: first confirm the employer meets New Jersey’s coverage threshold, then confirm the posting is for a new job or transfer opportunity, then add the pay range and a real benefits summary. If any one of those pieces is missing, the posting is not ready under the state’s guidance.

For teams that already publish jobs on multiple channels, use the strictest version of the posting everywhere. A remote role often appears on a careers page, a jobs board, and a recruiter feed. If one version omits salary or benefits, the public record becomes inconsistent, and the mistake usually starts with whichever channel was updated last. DevConnect’s own guidance model, including its free closed-test tracker at https://devconnectplatform.com, follows the same practical idea: publish the complete details where people actually see them.

The enforcement risk is real. New Jersey’s labor department says it is actively reminding employers about the law and that noncompliant postings can lead to penalties. One of the easiest ways to avoid trouble is to make the posting self-contained, with pay and benefits written into the listing itself, not buried in a later conversation.

Bottom line: for covered employers, remote jobs in New Jersey need salary and a general benefits description in the posting. The remote format does not remove the disclosure duty, and the safest assumption is that any job you expect New Jersey applicants to see should be published as if the law applies until you verify otherwise.

FAQ

Do I have to list an exact salary? No. New Jersey’s guidance allows either an exact wage or salary, or a salary range with a clear low end and high end.

Does the law cover promotions and transfers, or only outside hires? It covers both new jobs and transfer opportunities, and the state says employers must make reasonable efforts to notify current employees of promotional opportunities.

Are temp agencies treated the same as regular employers? No. New Jersey’s guidance says temporary help service firms and consulting firms are not required to include the wage or salary, benefits description, and other compensation programs in the same way as covered employers.

Where should I verify the current rule before posting? Use the New Jersey Department of Labor and Workforce Development’s pay transparency guidance and its pay and benefits transparency materials, since those are the state sources that explain the rule and its scope.