Do remote jobs in New Jersey need pay and benefits info?

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

Yes. If a remote job posting is covered by New Jersey’s pay transparency law, the posting must include the pay, a general description of benefits, and other compensation programs. New Jersey says that remote, national, and online postings are included when the employer is covered and has a New Jersey hiring tie.

The key test is not whether the work is remote, it is whether the employer is covered and does business, employs people, or takes applications for employment within New Jersey. The state’s labor department says that if those conditions are met, the posting must comply even when the employer advertises nationally or accepts applications from anywhere in the country. The state also says the law covers job postings in any format, including job search websites, print ads, company newsletters, email, and social media.

The law went into effect on June 1, 2025. New Jersey’s labor department says most employers with 10 or more employees over 20 calendar weeks are covered. For a covered employer, a posting for a new job or transfer opportunity must include the hourly wage or salary, or a range, plus a general description of benefits and any other compensation programs the employee would be eligible for.

People get this wrong by treating “remote” as a carveout. It is not a carveout by itself. A fully remote role can still trigger the disclosure rule if the employer has the New Jersey connection the law looks for. The inconvenient part is that a posting written for a national audience can still need New Jersey-compliant compensation details if the employer is covered and recruiting in New Jersey.

Another common mistake is leaving benefits vague. New Jersey does not ask for a benefits essay, but it does require a general description of benefits in the posting. That means a clean posting should say what is offered in plain language, not just mention that benefits exist somewhere else. If the company uses a recruiter, job board, or internal transfer notice, the same disclosure rule still applies.

For employers, the practical step is simple: before a remote role goes live, check whether the company meets the New Jersey coverage threshold, whether the role is being advertised to people in New Jersey, and whether the posting includes the required compensation details. If the answer to any of those checks is unclear, the safe move is to review the posting before publication, not after applicants have already seen it.

For job seekers, the useful question is: does the posting name pay, benefits, and other compensation clearly enough that you can judge the offer before applying If it does not, that is a compliance problem under New Jersey’s rule when the employer is covered. You can compare that with your own records and, if needed, use New Jersey’s labor resources to check the current guidance.

If you are building a hiring workflow for this, keep one version of the posting for every channel and make sure the compensation block is present before it is published. That matters for remote roles because the same job can appear on a website, in an email, and in an internal notice. New Jersey treats those formats as postings, not as separate exceptions.

If you want a place to organize hiring and test-recruiting work without paying for access, DevConnect keeps that part free, and the platform description is here: https://devconnectplatform.com. For New Jersey compliance, though, the legal rule is the point, not the tool.

The short answer is yes, remote jobs in New Jersey can need pay and benefits information, and the remote format does not remove that duty. The deciding factors are employer coverage, New Jersey hiring activity, and whether the role is being posted in a way the state treats as a job posting.

FAQ

Does this apply to remote jobs for companies outside New Jersey Yes, if the employer is covered and does business, employs people, or takes applications for employment within New Jersey. The state says the rule can apply even when the employer advertises nationally or accepts applications from anywhere in the country.

What exactly has to appear in the posting New Jersey says the posting must include the wage or salary, or a range, a general description of benefits, and any other compensation programs the employee would be eligible for.

Are internal job transfers covered too Yes. New Jersey’s labor guidance says the law covers new jobs and transfer opportunities, including internal postings.

Do temporary help or consulting firms follow the same posting rule New Jersey says those employers have a different disclosure timing rule in some situations, so they should check the state guidance before posting a role.

When did the rule start New Jersey says the pay and benefits transparency law went into effect on June 1, 2025.