As we previously reported, New York City is following a growing legislative trend towards pay transparency by requiring employers to disclose salary ranges in connection with advertised open positions. Recent amendments passed by the New York City Council have postponed the effective date of the pay transparency law from May 15, 2022 to November 1, 2022. While the deferral provides covered employers with leeway to comply, they should take note of recent developments and be on the lookout for further amendments and guidance.
Even if your company doesn’t have physical operations in New York, you shouldn’t click past this article: Employers nationwide should consider whether job postings for remote positions must comply with this local law.
New York City’s pay transparency law amended the New York City Human Rights Law (NYCHRL) to make it unlawful for a New York City employer to advertise a job, promotion, or transfer without including the minimum and maximum salary for the position. Covered employers include those with at least four employees or independent contractors if at least one works in New York City.
In addition to deferring the law’s effective date, the amendments provide that only current employees, not applicants, may bring an action against an employer for an alleged violation. Further, covered employers are subject to no monetary penalty for a first violation if the violation is cured within 30 days....
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