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New York City Amends Wage Transparency Law to Provide Clarity to Employers

2022-06-07

New effective date to include minimum and maximum salary and wage information in job advertisements is November 1, 2022

As noted in our previous blog, employers with at least four employees and all employment agencies are required to include the minimum and maximum annual salary or hourly wage in all job advertisements for all covered job, promotion, or transfer opportunities by May 15, 2022. 

However, on April 28, 2022, the New York City Council amended the City’s salary disclosure law [Local Law 32 of 2022] to clarify that the law applies to employees working in the City who are paid hourly or through an annual salary.  Positions that cannot be performed or will not be performed, at least in part, in the New York City are exempt from the job advertisement requirement. 

Important changes

  • A person can only bring a lawsuit against an employer if they are a current employee.  This precludes prospective employees or applicants from bringing forth claims.
  • There is no financial penalty for the initial complaint of non-compliance and employers will have 30 days to correct the violation. 
  • Either annual salary or hourly wage information must be disclosed in the job advertisement.
  • The bill moves the effective date of the law until November 1, 2022. 

The foregoing has been prepared for the general information of clients and friends of Workplace Dynamics LLC and is not being represented as being all-inclusive or complete. It has been abridged from legislation, administrative ruling, agency directives, and other information provided by the government. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel.