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February 2023: New York City Council Proposes Amendments to Pay Transparency Law

21 Feb

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Update Applicable to:
All employers with four or more employees in New York City

What happened?
On February 2, 2023, the New York City Council introduced a bill (Int. No. 907) that proposes changes to Local Law 32, New York City’s current salary disclosure law, which became effective on November 1, 2022.

What are the details?
Currently the law requires employers to disclose minimum and maximum salary ranges in job advertisements, including postings for internal promotions or transfer opportunities, for positions that can or will be performed in New York City.

The bill proposes additions to the current law, including requiring an employer to:

  • include a description of the job, promotion, or transfer opportunity in all advertisements;
  • describe nonwage compensation in postings, including “bonuses, benefits, stocks, bonds, options and equity or ownership”; and
  • provide the minimum and maximum salary and any nonwage compensation to current employees annually and upon request from an employee.

If passed, the bill would take effect 180 days after it becomes law.

For more information, please see the links below:

Int. No. 907

New York City Pay Disclosure Bill

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and be on the lookout for anymore news regarding these proposed amendments. Vensure will continue to provide more updates as more news is received.

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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