New York City has approved a rule forcing firms to provide wage information to potential job searchers in an effort to encourage salary transparency. To assist level the playing field for job searchers so they may better negotiate their salaries and benefits, the salary transparency law was passed.

For all firms with more than four employees, the salary transparency law is now in effect. Employers will be required to display pay information for all open positions and to respond to requests for salary information from job seekers.

The pay transparency rule has drawn criticism since some workers, like women and minorities, may experience discrimination as a result. The law's supporters contend that it will contribute to reducing the wage gap and fostering justice in the workplace.

According to a May statement by the New York City Commission on Human Rights, firms with four or more employees are required by the Salary Transparency in Job Advertisements rule to publish a "good-faith salary range" for all open positions, promotions, or transfer opportunities. For a business to be covered by the statute, at least one employee must be based in New York City. Salary information must be included in job advertisements. This covers the most well-known online job boards, such as LinkedIn. The Commission defines a salary as either an hourly rate of pay or an annual rate of pay.

The job posting must prominently display the wage details. If an employer does not disclose pay information...

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