New York City Job Postings Must Include Salary Ranges as of May 15, 2022
Adding to the growing list of jurisdictions that have passed pay transparency laws, effective May 15, 2022, New York City employers will be required to include a minimum and maximum salary on all job postings for positions performed within the City. Law No. 2022-032, which was enacted on January 15, 2022, and is effective 120 days after becoming law (May 15, 2022), requires employers with four or more employees to include a “good faith” minimum and maximum salary range for all advertised New York City job, promotion and transfer opportunities. Additionally, the Law makes the failure to include salary range an unlawful discriminatory practice under the City’s Human Rights Law. New York City’s pay transparency law is part of a growing trend in the United States. Jurisdictions with similar laws include Colorado, Connecticut, and Nevada. Like laws banning questions regarding applicant salary history during the hiring process, these pay transparency laws are aimed at promoting equal pay.
All covered employers and their recruiters in New York City should take steps to ensure compliance with these new pay transparency requirements effective May 2022. Companies with employees in multiple jurisdictions should carefully monitor the ever-growing patchwork of pay transparency laws to ensure compliance wherever located. Employers should consult with experienced human resources professionals and/or labor and employment counsel with any questions regarding these issues. For MEA members, the Hotline and a Member Legal Services attorney are available to provide this assistance.
MEA also maintains close partnerships with Compensation experts who our Members can leverage for pay equity analysis as well as other critical compensation services. If you are interested in learning more about these services, please email your Member Services Consultant.
*This Alert is provided for general informational purposes only and does not constitute legal advice.