[co-author: Julia Canzoneri]*
A new pay disclosure law will go into effect in New York City on May 15, 2022 that requires employers to post salary ranges on advertisements for employment positions. Under current law, employers in New York City are not obligated to provide information on employment salaries until the end of the hiring process. The new law amends Section 8-107 of the New York City Administrative Code to make it an “unlawful discriminatory practice” for employers to advertise a job, promotion, or transfer opportunity without providing the maximum and minimum salaries for the position in the advertisement.
The law applies to employers with four or more employees and includes both independent contractors working “in furtherance of an employer’s business enterprise” and parents, spouses, domestic partners, and children of the employer who are employed by the employer as “employees” under the law. The range listed would extend from the lowest salary to the highest salary that the employer “in good faith” believes it would pay for the advertised job, promotion or transfer. However, the law does not apply to advertisements for temporary employees; under the New York State Wage Theft Prevention Act, agencies are already required to provide salary information for temporary employment positions after applicant interviews.
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