*As of April 28th, 2022, the New York City Council voted to delay the implementation of this law to November. Please see this article here for more information.

Salary ranges in NYC must soon be posted by NYC employers

The New York City Council recently passed a bill. It requires New York City employers with four or more employees to include the salary minimum and maximum for any advertised job, promotion, or transfer opportunity. This law goes into effect in November, 2022. Failure to comply will constitute an unlawful discriminatory practice. You can read the text of the law here.

While this salary transparency law may come as a surprise to many, New York City is simply following other state and local leads. Salary transparency laws already exist in California, Colorado, Connecticut, Maryland, Nevada, Rhode Island, Washington, and more states and localities. You can view a detailed list of states with pay transparency laws here. Many of these states require some form of salary range disclosure, often to applicants in job postings or after an interview if the interviewee requests this information. But each law is unique, so we recommend familiarizing yourselves with the laws of your relevant jurisdiction(s).

Salary Transparency Can Close Wage Gaps

The trend toward legislatures requiring salary transparency is aimed at closing our country’s wage gaps. According to a National Women’s Center 2021 report, “women in the U.S. who work full time, year-round are typically paid only 83 cents for every dollar paid to their male counterparts.” It also states that Black women are paid only 64 cents and Latina women only 57 cents for every dollar paid to their white, non-Hispanic male counterparts. You can read this report here. Also noted in this report and said by labor experts, pay secrecy encourages pay disparities. This new trend toward transparency is seen as a step in the right direction for more equitable pay.

For additional information or guidance on complying with pay transparency laws, contact info@jvclegal.org. JVC members can schedule a chat on the JVC Member Portal. You can also contact JVC Associate Counsel, Miya Owens at miya@jvclegal.org with other questions about this bill.