Highlights

• Employers advertising jobs in New York City will need to include a good faith salary range for every job, promotion and transfer opportunity advertised starting on Nov. 1, 2022.
• The "Pay Transparency Law" (Law) applies to all employers with four or more employees or one or more domestic workers, as long as at least one of those employees works in New York City.
• The Law applies to any advertisement for a job, promotion or transfer opportunity that can or will be performed, in whole or in part, in New York City.

NYC Local Law 32, known as the "Pay Transparency Law" (Law), will require employers hiring in New York City to disclose the minimum and maximum annual base salary or hourly wage for a job, promotion or transfer opportunity in any advertisement for the position beginning on Nov. 1, 2022.

The Law amends the New York City Human Rights Law (NYCHRL) by making it an unlawful discriminatory practice to advertise a job, promotion or transfer opportunity without including in the advertisement the range of base salary (or wage) the employer believes, in good faith at the time of the posting, it would pay for the advertised position.

New York City joins a growing number of cities and states that have enacted similar salary transparency laws in the last few years, including Colorado, Connecticut, Maryland, Nevada, Rhode Island, Washington and California. (See previous Holland & Knight alert, "California Expands Pay Data Reporting and Mandates Pay Scale...

Read Full Story: https://www.hklaw.com/en/insights/publications/2022/10/seeing-through-the-pay...