Effective Today – New York City Pay Transparency Law
As of today, November 1, 2022, the New York City pay transparency law goes into effect. As we previously reported here, the law requires covered employers to disclose minimum and maximum salary information in job postings, promotions, and transfer opportunities. The law has already been amended once pursuant to Int. 134-A, which was signed by Mayor Eric Adams on May 12, 2022 (see our summary of those amendments here), and employers should stay up-to-date with any new guidance from the New York City Commission on Human Rights (the “Commission”). The Commission last issued guidance on May 12, 2022.
New York State employers should also be aware of pay transparency legislation, S. 9427, which has been passed by the State legislature but has not yet been signed by Governor Kathy Hochul. The bill is currently under consideration by Governor Hochul, and, if enacted, will take effect 270 days after it is signed into law. We will provide additional updates if this legislation is passed.
As the law continues to evolve on these matters, please note that this article is current as of date and time of publication and may not reflect subsequent developments. The content and interpretation of the issues addressed herein is subject to change. Cole Schotz P.C. disclaims any and all liability with respect to actions taken or not taken based on any or all of the contents of this publication to the fullest extent permitted by law. This is for general informational purposes and does not constitute legal advice or create an attorney-client relationship. Do not act or refrain from acting upon the information contained in this publication without obtaining legal, financial and tax advice. For further information, please do not hesitate to reach out to your firm contact or to any of the attorneys listed in this publication.
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