Earlier this year, New York City enacted a salary transparency law which requires employers to disclose the expected salary range on internal and external job postings. This requirement was set to take effect on May 15, 2022, but has since been pushed back to November 1, 2022.
Additionally, new amendments to the law now encompass more employers who will have to comply. Employers with four or more employees are subject to this law, as well as employers offering certain remote job positions, as long as those positions can be performed in New York City. The amendments also clarify that jobs paying hourly wages are also subject to the requirement, in addition to those paying a salary.
Under these changes, job applicants can no longer file a lawsuit against an employer for failure to disclose salary or pay, making the New York City Commission on Human Rights the primary enforcer of the requirements under this law. Employers can also avoid monetary civil penalties for any first-time violations, as long as they correct the violation within 30 days.
These amendments have been enacted by the New York City Council and Mayor Eric Adams signed these changes into law on May 12, 2022.
We also addressed this topic in a previous newsletter article under the headnote New York City Human Rights Law (see here). If you have any questions regarding the requirements under this law, please reach out to us.