On Thursday, May 12, 2022, New York City Mayor Adams signed the bill (previously described here) amending New York City’s new law that requires employers to list wage or salary ranges on job advertisements. Most significantly, among other changes, the amendment pushes the effective date of the law from May 15, 2022, to November 1, 2022.

The New York City Commission on Human Rights (the “Commission”) also updated its guidance on the law. As explained in the Commission’s new fact sheet, entitled Salary Transparency in Job Advertisements, the law applies to all employers otherwise covered by the New York City Human Rights Law, i.e., those with four or more employees (only one of which needs to work within the City of New York), or at least one domestic worker. Such employers should prepare to include good faith salary ranges relating to all advertised jobs, promotions, and transfer opportunities that will or could be performed, at least in part, within New York City – including field work and remote positions.

Compliance with this new law will require careful thought and planning to establish the salary range for job postings. We are available to assist you in developing a practical approach to compliance, and we will also provide further updates as additional information and guidance on the law is issued.

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