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August 2022: New York State Bill Would Impose Pay Disclosure Requirements 

01 Aug

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Update Applicable to: 
All employers in the state of New York

What happened?
On June 3, 2022, the New York State Legislature passed Senate Bill 9427A (the “NYS Bill”), which enacts a wage disclosure requirement for employers once signed by Governor Hochul.

What are the details? 
Effective 270 days after signage from Governor Hochul, the NYS Bill would impose a twofold requirement on employers, including employment agencies, employees acting on behalf of their employer, or agents of employers, for postings concerning jobs, promotions, or transfer opportunities (collectively, “employment opportunities”) that can or will be performed, at least in part, in New York State. 

The NYS Bill defines an “employer” as an entity employing four or more employees. The NYS Bill purports to apply to remote employment opportunities so long as the job can or will be performed at least in part in New York State.

For more information, please see the links below:

Senate Bill 9427A

Article 1 – Article 2

What do employers need to do?
Employers should review the links and adjust job postings once Governor Hochul has signed the bill.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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