The New York City Commission on Human Rights (NYCCHR) has released a fact sheet providing some additional details and guidance regarding the upcoming salary disclosure law.
As we previously reported, the new law will make it an unlawful discriminatory practice under the New York City Human Rights Law (NYCHRL) for a covered employer or its agent, or for an employment agency, to advertise a job, promotion or transfer opportunity without stating a “good faith” minimum and maximum salary for the position in question.The New York City Commission on Human Rights (NYCCHR) has released a fact sheet providing some additional details and guidance regarding the upcoming salary disclosure law.
As enacted, the law will take effect on May 15, 2022 and will apply to employers with four or more employees. However, as we recently reported, a bill was just introduced before the New York City Council that would, among other things, push the effective date of the law to November 1, 2022 and exclude employers with fewer than 15 employees (as opposed to the current four employee threshold) from coverage.
The following are some highlights from the new guidance issued by the NYCCHR, which is drafted pursuant to the current version of the law:
Covered Employers
The law applies to employers with four or more employees, regardless of location, so long as at least one employee is working in New York City. Employment agencies are covered by the law, regardless of their size.
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