NYS Wage Transparency Law
Effective Sept. 17, 2023, all private sector employers with four or more employees must post a range of pay on job advertisements pursuant to New York State (NYS) Wage Transparency Law. In addition, pay ranges must be placed on all advertisements for promotions or transfers. The wage range requirement applies to postings that are both internal and external to the employer. The wage range must be included on all postings for jobs that will be physically performed (in whole or in part) in New York, and this includes a job that is performed outside of New York but reports to a supervisor, office, or worksite within New York. The range should show the minimum and maximum annual salary or hourly rates that the employer believes in good faith to be accurate at the time of posting. In addition to posting a pay range, all job postings must include job descriptions.
Individuals cannot bring private lawsuits against their employers for violating the wage transparency law, but they can file complaints with the New York Department of Labor. The Department can impose penalties ranging from $1,000-$3,000. Under the terms of the law, the Department is required to provide additional guidance on wage transparency. This guidance will be provided once published.
If you have any questions regarding the NYS Wage Transparency Law, please contact Tracy Rickett, HR Generalist, at firstname.lastname@example.org or (315) 898-2017.