Salary transparency law in NYC: what it is and when it will take effect
Starting November 1, the pay transparency law goes into effect in New York City. Here are the details of the new law and what it consists of.
Starting Tuesday, November 1st, the salary transparency law will come into force in the city of New York, which is part of the human rights legislation of the city (NTCHRL, for its acronym in English), which was enacted in January 2022 and modified in May of the same year.
The salary transparency law requires employers to indicate in job advertisements the minimum and maximum salary that they are willing to pay in “good faith” for the advertised job.
It is worth mentioning that the salary range cannot be left open, that is, a specific amount must be established,so those publications with salaries such as “$20 dollars per hour and more” or “maximum $50,000 a year” would be breaking the new law.
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Who must abide by the transparency law of New York?
This new transparency requirement is valid for all employers who are covered by the city’s human rights law, which are those with four or more employees, or one or more if they are employers of domestic workers.
The only businesses that don't fall under this new law are those whose focus is temporary help, that is, those seeking applicants to join the workforce of other available employers. However, the companies to which these employees are sent must comply with this requirement.
If you are looking for a job and you notice that advertisements do not show you the minimum and maximum salary once the law comes into force, you can leave an anonymous report with the Human Rights Commission, either by phone (212) 416-0197 or online at NYC.gov/HumanRights.
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