As the seasons change, there are several employment law changes of which New York employers should be aware, including some new laws with effective dates that are just around the corner. Below, we highlight the most recent New York employment law developments to help employers prepare.
New York City Pay Transparency Law
As we previously reported here, the New York City Pay Transparency Law will take effect on November 1. The law requires employers with four or more employees and all employment agencies to disclose the minimum and maximum salaries or hourly wages offered in advertisements for jobs, including remote positions, that can or will be performed, at least in part, in New York City. Employers should review and prepare the salary ranges for all jobs that will be advertised on or after November 1 for positions that can be performed in New York City.
Westchester Pay Transparency Law
In addition, on May 10, Westchester County passed its own pay transparency law, which will take effect on November 6. The law amends the Westchester County Human Rights Law by making it unlawful for employers to advertise a job that, in whole or in part, can or will be performed in Westchester County without including the minimum and maximum salaries for the job in the advertisement. This includes remote positions. The law does not require salary ranges for job postings that generally indicate an employer is accepting applications without referencing particular positions.
New York City...
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