Do remote jobs in New Jersey now have to show pay and benefits information?

Do remote jobs in New Jersey now have to show pay and benefits information

Yes. New Jersey’s pay transparency law now requires covered employers to include the hourly wage or salary, or a range, plus a general description of benefits and other compensation programs in job postings for new jobs and transfer opportunities. The law took effect on June 1, 2025.

The part people get wrong is thinking the rule only applies to office jobs in New Jersey. The law reaches employers that do business, employ people, or take applications for work in New Jersey, and it applies to postings in any format. That is why remote postings can be covered when the role is offered by a New Jersey employer or for New Jersey work.

The cleaner way to read the statute is this: if the posting is for a covered new job or transfer opportunity, the posting needs pay information and a benefits summary. The statute says the posting can be external or internal, and the department’s guidance repeats that employers must provide the information in job postings for new jobs and transfer opportunities.

Remote status does not erase the posting duty. A remote role still has a posting, an employer, and an offered position, so the compliance question is not “is the job remote,” it is “is this a covered posting under New Jersey’s law.” Employers that post the same remote job on a website, in email, and on social media do not get three different rules. The obligation follows the posting itself.

The inconvenient part is that many employers will need to review every template they use for remote hiring. A posting that says only “competitive pay” is not enough under the law. A posting that gives a salary range but leaves out benefits is also incomplete. The state’s guidance and the statute both require pay information and a general description of benefits and other compensation programs.

There is a narrow exception in the statute for temporary help service firms and consulting firms registered with the Division of Consumer Affairs when they post for potential future openings rather than a specific open job. For a specific job opening, those firms still have to provide the pay and benefit information, at least by interview or hire. That exception is easy to miss and easy to misuse.

If you are a job seeker, the practical read is simple: a covered New Jersey remote posting should show what the job pays and what benefits come with it. If it does not, the posting may be out of compliance. If you are an employer, the safer move is to put the range and a plain benefits summary into every remote posting before it goes live, not after applicants start asking.

The state has also said the law covers promotions and transfer opportunities, not just outside hiring. That matters for remote teams because internal postings often travel by email, chat, or HR software instead of a public job board. If the opportunity is covered, the posting still needs the required information no matter where employees see it.

For a quick example, a company based in Newark posting a fully remote software role for applicants in New Jersey should include the wage range and a benefits summary in the ad. A company posting an internal remote transfer opportunity for a New Jersey employee should do the same. The legal trigger is the covered posting, not the desk location.

If you are building a hiring process around this rule, treat remote jobs the same way you treat in-state jobs. Draft the range first, write a benefits line second, and make sure the final posting matches the requirement before publication. If you also work with testers, contractors, or applicants through a separate platform, keep the workflow on owned systems like your own site or tools such as DevConnect, not on someone else’s channels.

The safest one-sentence answer is this: yes, covered remote jobs in New Jersey now have to show pay and benefits information when they are posted as new jobs or transfer opportunities, and the rule has been in effect since June 1, 2025.

FAQ

Does this apply to every remote job posted anywhere? No. The law applies to covered employers and covered postings connected to New Jersey, not to every posting in every state. The employer’s New Jersey connection and the type of posting matter.

What has to be shown in the posting? The posting must include the hourly wage or salary, or a range, plus a general description of benefits and other compensation programs. The exact wording in the statute and NJDOL guidance is broad enough to require more than a bare pay number.

Does this cover internal promotions and transfers? Yes. New Jersey’s guidance says the law applies to new jobs and transfer opportunities, and the department has also said employers must include the information in internal and external postings.

What is the main mistake employers make? They assume remote means exempt, or they add a pay range but skip the benefits description. Both mistakes leave the posting short of what New Jersey requires.

Are there special rules for temp agencies or consulting firms? Yes. The statute gives a limited exception for certain future-opening postings by registered temporary help service firms and consulting firms, but not for specific open jobs.