[co-author: Paige Carey]

With 2022 nearing its end, many states and counties look to pass new employment laws and regulations at the turn of the year. While this is not intended to be a complete update of New York employment law, this article details a few highlights in this area.

NYC Pay Transparency Law

As of Nov. 1, 2022, the NYC Pay Transparency Law requires New York City employers and employment agencies to post good faith salary ranges for every job, promotion and transfer opportunity publicized to a pool of potential applicants. Employers covered by this law include all private employers with four or more employees―with at least one employee working in New York City―as well as employers with one or more domestic workers.[1] If the job related to a posting can or will be performed, in whole or in part, in New York City, whether from an office, in the field or remotely, the posting must comply with the NYC Pay Transparency Law.

To comply with this new law, an employer must state both a minimum and maximum salary in a job posting. A “salary” comprises the base annual or hourly wage or rate of pay; and it does not include other forms of compensation or benefits offered in connection with the job advertised. Employers should determine salary ranges for each job position/classification in order to set a good-faith determination of pay for publication of any job advertisements or internal promotion and transfer opportunities.

Westchester County Pay Law

Westchester County...

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