Update applicable to:
Employers with four or more employees
With the September 17, 2023, effective date for New York’s new pay range disclosure requirements approaching, state lawmakers recently amended the law to clarify the scope of remote jobs to which the law applies and to relieve certain information retention requirements for employers.
What are the details?
On March 3, 2023, New York Governor Kathy Hochul signed amendments to the pay transparency law (Senate Bill S1326), requiring employers to disclose minimum and maximum annual salaries or hourly wages in job advertisements, internal promotions, or transfer opportunities.
Originally, the law covered jobs performed in New York, but the amendments limited it to postings for jobs physically performed in the state. However, the scope was expanded to include jobs physically performed outside of New York but reporting to a supervisor, office, or work site in the state. This change places a burden on employers to consider the reporting structure of out-of-state job listings to ensure compliance with the amended law.
The amendments also clarify that the law applies to electronic job postings and remove the requirement to retain records related to pay disclosure. The amendments are set to take effect on September 17, 2023.
For more information, please see the links below:
What do employers need to do?
With the effective date of the pay disclosure law approaching later this year, employers may want to consider bringing their hiring and compensation practices in line with the law’s requirements and the subsequent amendments.
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