As the COVID-19 pandemic continues and staffing levels remain in flux, many employers are filling open positions with new talent, predictably using advertisements to do so. Several months ago, the New York City Council seized on this period of increased mobility, passing a bill to compel covered employers to provide compensation information in their advertisements for job openings. Ambiguities abounded. A new amendment enacted this month—coupled with guidance from the New York City Commission on Human Rights—aim to provide clarity, but some uncertainty persists, especially for positions involving remote work. Read on for what the amended law requires, and how it may have a wide-reaching impact on employers and roles that operate largely outside City limits.
Designed to address secrecy regarding employee salaries—which has historically led to wage gaps disproportionately affecting women and other marginalized groups—the amended version of New York City's Wage Transparency Law (the "Law") will require covered employers and employment agencies to include the minimum and maximum annual salary or hourly wage in all advertisements for all covered job, promotion, or transfer opportunities. Covered entities must begin complying with the amended Law on November 1, 2022.
Setting aside employment agencies—all of which are required to comply—employers must follow the Law if they employ four or more...
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