Employers have to show you the pay.

By Steady Path Careers. Last checked October 17, 2026, against official state and city pages. This is general information, not legal advice.

New Jersey

New Jersey's law (N.J.S.A. 34:6B-23) covers employers with 10 or more employees over 20 calendar weeks that do business, employ people, or take applications in the state, including public employers and employment agencies.

• Postings for new jobs and transfers, internal or external, must show the hourly wage or salary, or a range with a minimum and maximum.
• They must also include a general description of benefits and other pay, such as commissions, bonuses or profit-sharing.
• For promotions, the employer must make reasonable efforts to tell current employees in the affected departments.
• Temporary help firms don't have to post pay, but must tell you the pay at interview or hire.
• Penalties are up to $300 for a first violation and $600 for each one after.

Still pending: the state proposed detailed rules in September 2025, which would add limits such as how wide a range can be. As of this check they have not been adopted.

New York State

New York's law (Labor Law section 194-b) covers employers with 4 or more employees. It applies to jobs done at least partly in New York, and to jobs done outside New York that report to a supervisor, office or work site in the state, including remote roles.

• Postings for jobs, promotions and transfers must show a good-faith minimum and maximum annual salary or hourly rate.
• If a job description exists, it must be included. Commission-only jobs must say so.
• Benefits do not have to be listed.
• It applies to postings in any medium, including ones placed by recruiters or job sites on the employer's behalf.

Watch for: in June 2026 the Legislature passed a "ghost jobs" bill that would require larger employers to say whether an ad is for a real, current opening and to take down filled ads. When we last checked, it had not been signed into law.

New York City

New York City's rule, part of the City Human Rights Law, has applied since November 1, 2022, to employers with 4 or more employees where at least one works in the city.

• Postings for jobs, promotions and transfers in NYC, including remote work done from home in the city, must show a good-faith minimum and maximum base salary or hourly rate.
• The range can't be open-ended, such as "$50,000 and up."
• It covers internships and independent contractor roles, and internal job boards count.

A posting left the pay out. What can you do?

1. Save the evidence. Download or print the posting so the date and web address show.
2. New Jersey: file a complaint with the NJ Department of Labor online at nj.gov/labor, or email PayTransparency@dol.nj.gov with questions.
3. New York State: use the Department of Labor's pay transparency complaint form, call 1-888-52-LABOR, or email LSAsk@labor.ny.gov.
4. New York City: report it to the NYC Commission on Human Rights or call (212) 416-0197. Anonymous tips are accepted.

You don't have to report anything to benefit from the law. Knowing the range lets you skip jobs that pay too little and ask for the top of the range in an interview.