New York employers will soon need to change how they advertise job opportunities...

Beginning September 17, 2023, New York employers must include the anticipated range of compensation for any employment opportunities it advertises. In case you missed it, Governor Kathy Hochul enacted the New York Pay Transparency Law (NYPTL) in December. The NYPTL (S.9427-A/A.10477) requires employers doing business in New York to list salary ranges for all advertised jobs and promotions.

Obligations Under New York Pay Transparency Law

Employers with at least four employees and employment agencies will need to comply with the NYPTL. Temporary help firms that recruit and hire their own employees to perform work for other organizations are not covered.

Advertisements for internal and external "job, promotion, or transfer opportunities" must include the following information:

• the compensation or range of compensation (the minimum and maximum annual salary or hourly range of compensation for a job, promotion, or transfer opportunity) that the employer in good faith believes to be accurate at the time of posting;
• the job description for the position, if one exists; and
• a "general description of other forms of compensation to be offered if applicable, including but not limited to fringe benefits, bonuses, stock options, or commissions."

The NYPTL also includes record-keeping obligations. Covered employers must keep and maintain necessary records to comply with the requirements of the law,...

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