On December 21, 2022 Governor Hochul signed into law an amendment to New York’s state labor law which will require private sector employers in the state to disclose salary ranges on job postings, taking effect on September 17, 2023.
Effective September 17, 2023, employers with four or more employees are required to include a pay range and job description in any advertisement for a job, promotion or transfer opportunity that will:
Physically be performed at least partly in New York; or
Report to a supervisor, office or other work site in New York.
The advertisement must include the following information:
The compensation, or a range of compensation, for the position; and
The job description for the position, if one exists
“Advertise” means to make a written description of an employment opportunity available to a pool of potential applicants for internal or public viewing, including electronically. This makes it clear that the pay transparency obligation applies to both internal and external job listings.
The “range of compensation” means the minimum and maximum annual salary or hourly rate that the employer in good faith believes to be accurate at the time of the job posting.
The law does not preempt or supersede any local laws, rules or regulations, such as the pay transparency laws in New York City, Ithaca and Westchester County.
Contact PMP if you have any questions.