The New York State legislature has passed a wage transparency law (available here), which has been sent to New York's Governor Kathy Hochul for signature. If signed, the NYS law would be effective 270 days later. The NYS law is similar to the New York City (NYC) wage transparency law set to go into effect on November 1, 2022, but with some key differences. DWT has published the following advisories regarding the NYC wage transparency law:
Comparison of NYS Bill and NYC Wage Transparency Law
The key differences between the NYC wage transparency law and the proposed NYS law are outlined below.
| Issue | New York City Law | Proposed New York State Law |
| Employers Covered | Employers with four (4) or more employees, or one or more domestic workers. | Employers with four (4) or more employees. |
| Location of Employees | An employer will be covered by the law if it has at least one employee located in NYC, as explained in guidance issued by the New York City Commission on Human Rights (NYCCHR). | Not addressed. |
| Effective Date | November 1, 2022. | If signed by Governor Hochul, the law would be effective 270 days later. |
| Required Compensation Disclosures | Employers must disclose the compensation range from the lowest to the highest amount that the employer "in good faith believes at the time of the posting it would pay for the advertised job, promotion or transfer opportunity" on all job advertisements for positions located in NYC, as well as the range for all announcements or postings... |
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