New Jersey's pay transparency law (S2310) took effect June 1, 2025. As of February 2026, the New Jersey Department of Labor (NJDOL) has begun issuing fines to non-compliant employers, making this an active enforcement priority. Here is what you need to know.
What S2310 requires
- Minimum and maximum salary or hourly rate in all job postings
- Applies to employers with 10 or more employees (one of the lowest thresholds in the US)
- Remote roles accessible to New Jersey residents are covered
- Third-party agencies posting on your behalf must also comply
Enforcement in 2026
The NJDOL began its formal enforcement program in February 2026. First violation fines are running $1,000 to $5,000. The department is conducting both complaint-based investigations and proactive audits of major job boards, focusing initially on finance, tech, and healthcare sectors.
Overlap with NYC requirements
Many New Jersey employers post jobs also covered by NYC Local Law 32 for remote roles performable in both states. Both require a salary range, so one well-drafted posting satisfies both. See our NYC Local Law 32 guide for NYC-specific requirements.
New Jersey and NYC compliance, both automated. Role Canary checks all active jurisdictions simultaneously.
Start free trialAction checklist
- Confirm your employee count meets the 10-person threshold
- Audit all NJ postings and remote roles accessible to NJ residents
- Add salary range as a required field in your posting template
- Brief any agencies posting on your behalf
- Document salary ranges at time of posting for your records
For the full national picture, see our 2025 State Law Roundup.