Even in the modern workplace, discussing compensation in this professional setting typically feels awkward and almost taboo. However, the amount you will get paid may heavily influence your acceptance of a job offer. Plus, compared to what your coworkers are making, it may greatly affect how appreciated you feel by your employer. Well, lucky for you, the state of New Jersey observes a pay and benefits transparency law and an equal pay law. That said, please continue reading to learn the rights you are afforded under the Equal Pay Act and how an experienced Gloucester wage and hour lawyer at The Vigilante Law Firm, P.C., can help you exercise these rights if necessary.
What is the New Jersey Pay and Benefits Transparency Act?
Notably, the New Jersey Pay and Benefits Transparency Act was made effective on June 1, 2025. This Act mandates that employers with 10 or more employees must disclose salary ranges and benefits information in job postings for prospective applicants and promotional opportunities for existing workers.
This is supposed to help employees advocate for themselves and negotiate fair compensation. At the same time, it is meant to close the wage gap between them and those who do similar work or receive similar promotions.
What rights do I have under the Equal Pay Act in New Jersey?
With the federal Fair Labor Standards Act, the Equal Pay Act os 1963 is an amendment that requires men and women to be given equal pay for jobs that require equal skill, effort, and responsibility, which are performed under similar working conditions. But also, to comply with this Act, an employer cannot reduce one worker’s wages to equate them with another’s.
To expand upon this federal law, there is the Diane B. Allen Equal Pay Act in the state of New Jersey. This Act mandates employers to pay their employees equally for substantially similar work, regardless of their membership in a protected class (i.e., race, color, religion, national origin, sex, gender identity, sexual orientation, age, disability, pregnancy status, marital status, etc). In short, it protects against pay discrimination.
In addition, this law bars employers from requiring employees to waive their right to discuss their compensation with their coworkers, or from retaliating against them for doing so. And so, if you find that your employer has violated this Act, you may file a wage discrimination claim against them.
Unlike other discrimination claims, this Act may extend the statute of limitations for you from two to six years. This means six years from when you should have reasonably discovered you were receiving unequal pay. If you are successful in your claim, you may be awarded back pay for your missed wages, along with other forms of compensation.
To ensure your legal argument is well fleshed out, please seek the aid of one of the skilled New Jersey employment lawyers. You may rest better knowing that the team at The Vigilante Law Firm, P.C., will not let you enter this legal process without being properly prepared. So please pick up the phone and request our services today.
