logo-small.png
- BLOG -

Headquarters

501 Boylston Street, 10th Floor

Boston, MA 02116

(617)-737-5000

info@outsidegc.com

ON-DEMAND INSIGHTS

New York City Pay Transparency Law Requires Disclosure of Salary Range in Job Advertisements

Posted by Natasha Lipcan on February 3, 2022 at 11:40 AM

New York Salary Law Outside GCIn an effort to achieve greater pay equity, New York City is following a growing legislative trend by enacting a new salary transparency law. Last December, the New York City Council passed a bill, amending the New York City Human Rights Law (NYCHRL) by requiring New York City employers to include minimum and maximum salary information in job postings for positions located within New York City. The bill lapsed into law on January 15, 2022 and goes into effect on May 15, 2022.

Specifically, the new law makes it an unlawful discriminatory practice for New York City employers with four or more employees (including independent contractors) to advertise a job, promotion or transfer opportunity without including the minimum and maximum salary for that position. In stating the lowest and highest salaries, employers must act in good faith to determine what it believes at the time of posting it would pay for the advertised job, promotion or transfer. The law does not apply to a job advertisement for temporary employment at a temporary staffing firm.

The New York City Commission on Human Rights (NYCCHR) is likely to issue guidance relating to the implementation of this law in the coming months. In the meanwhile, covered employers can begin preparing for the effective date of this law, including by:

  • Setting or reviewing salary ranges for current positions to mitigate the risk of pay equity claims.

  • Developing or reviewing policies and practices relating to the disclosure of salary ranges in internal and external job postings.

  • Educating human resources and other professionals responsible for job advertisements about the new law to ensure timely compliance.

If you have questions about this new law or the legislative trend relating to greater pay transparency, please contact Natasha Lipcan at nlipcan@outsidegc.com.

Natasha Lipcan (New York team) is an employment law attorney with more than 20 years of experience representing private employers in a broad range of employee-related matters. She handles a wide range of employment issues, including employment law compliance, organizational change, diversity and inclusion, employment-related agreements, arbitrations and litigations, wage and hour, workplace training and policies, and recruiting, hiring, managing and terminating employees.

Topics: employment policies, New York City Pay Transparency Law, New York City salary law, New York City Pay Equity Law, salary range disclosure requirements

Subscribe to our Blog

Popular Posts

   
This publication should not be construed as legal advice or a legal opinion on any specific facts or circumstances nor an offer to represent you. It is not intended to create, and receipt does not constitute, an attorney-client relationship. The contents are intended for general informational purposes only, and you are urged to consult your attorney concerning any particular situation and any specific legal questions you may have. Pursuant to applicable rules of professional conduct, portions of this publication may constitute Attorney Advertising.

Outside GC is an innovative approach to legal services for growing and mature businesses. Companies who engage Outside GC fall into two main categories: (1) those without in-house counsel who need regular, on-going legal support but do not wish to hire a full-time in-house lawyer, and (2) those with in-house counsel who do not wish to add more full-time resources to their existing in-house staff. Contact us to speak to one of our on-demand attorneys.