As of November 1, 2022, New York City employers now have to comply with a new law requiring employers to include minimum and maximum salary information for jobs based in New York City. The new law, New York City Local Law 59, is aimed at improving pay transparency and fighting a wage gap that disproportionately affects women and workers of color.

The New York City law specifically prohibits employers from advertising a job, promotion or transfer opportunity based, at least in part, in New York City without stating the minimum and maximum annual salary or hourly wage for the position in the advertisement. The stated pay range may extend from the lowest to the highest annual salary or hourly wage that the employer in good faith believes, at the time of the posting, it would pay for the advertised job, promotion or transfer opportunity. According to a fact sheet issued by the New York City Commission on Human Rights, an open-ended salary range (e.g., “$20 per hour and up” or “maximum $50,000 per year”) is not compliant with the new law. If an employer has no flexibility in the salary they are offering, the minimum and maximum salary may be identical (e.g., “$20 per hour”). In addition, advertisements that cover multiple jobs, promotions, or transfer opportunities can include salary ranges that are specific to each opportunity.

The law applies to New York City employers with four or more employees or with one domestic worker. The four employees do not need to work in the same...

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