The new law requiring employers to include minimum and maximum potential salaries in job advertisements and postings for certain New York City positions will take effect as amended on November 1, 2022.
As summarized in a previous LawFlash, New York City enacted Local Law 32 of 2022 (Salary Disclosure Law), which required employers to include a good faith estimate of the minimum and maximum salary it expects to pay in any advertisement for a job, promotion, or transfer opportunity in New York City. The good faith estimate must be made at the time of posting the advertisement; however, it does not require an employer to stay within that range when making the final employment offer.
The Salary Disclosure Law was initially set to go into effect May 15, 2022. After the Salary Disclosure Law was enacted, both industry and labor advocates lobbied the City Council for amendments which would clarify ambiguities and address other issues. Following a City Council Committee on Civil and Human Rights hearing, the City Council compromised with stakeholders and reached agreement on Int. 134-A (Amendment Legislation), which was passed by the City Council on April 28, 2022, and signed into law by Mayor Eric Adams on May 12.
In addition to changing the effective date of the Salary Disclosure Law from May 15 to November 1, the Amendment Legislation modified the law in several other important respects.
First, the Salary Disclosure Law will not apply to positions “that...
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