NYS Pay Transparency Law Requirements
NYS’s Pay Transparency Law goes into effect September 17th, 2023.
As you prepare to comply with all of your recruiting moving forward, here is a break down of what you need to know
As of this date, all employers with 4 or more employees will need to post the full potential pay range that could be offered for their positions- both internal and external- for any advertisement for a job, promotion, or transfer opportunity.
The range of compensation that’s required to be posted should be the lowest possible rate, and the highest possible rate the Company would, and does pay for the role. The range posted must be estimated in “good faith” and what the employer “believes to be accurate at the time of the job posting”.
In addition to salary disclosure, employers must also disclose the job description for the position, if one exists
This law applies to postings for jobs that will be physically performed in the state, OR report to a Manager or Supervisor who is in NYS. Note: many other local jurisdictions have similar pay transparency requirements, so this requirement may still apply even for positions not covered under this statute. To learn more about other jurisdictions, look here.
Applies to both internal and external job listings.
Employers must comply by September 17th, 2023.
Employers who fail to comply with the statute face civil penalties up to $3,000 per violation. Keep in mind this is something that will also be very easy to identify and enforce through simple agency searching through job postings online.
Have questions? Reach out for help and we are happy to guide you.
