As 2026 approaches, New Jersey employers should be aware of changes that require timely action to ensure compliance heading into the new year.
Minimum Wage Increases Effective January 1, 2026
New Jersey’s minimum wage continues to rise under the state’s phased schedule and cost-of-living adjustments. Employers should review payroll systems now to ensure compliance with these new rates and confirm that tipped employees’ total compensation meets the required minimum.
Employers with 10 or more employees must post and annually distribute the Conscientious Employee Protection Act (CEPA) notice in English and Spanish, and may include other languages spoken by a majority at the worksite. The annual notice can be provided electronically or in hard copy and must be posted in the workplace or on an internal intranet accessible to employees. Employers must also include the name and contact information of the person designated to receive whistleblower complaints. While not legally required, obtaining employee acknowledgment is recommended. . Indeed, a failure to comply with CEPA’s notice and distribution requirement can result in civil fines of up to $10,000 for a first violation and $20,000 for each subsequent violation
Pay Transparency Law
New Jersey’s pay transparency law, which took effect in mid-2025, will continue to impact employers in 2026. Employers with 10 or more employees must include salary ranges and a general description of benefits in all job postings. Additionally,...
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