The New York City Council approved legislation that amends provisions of the New York City Pay Transparency Law and will delay the implementation of the law until November 1, 2022. As we previously reported, the New York City Pay Transparency Law requires employers that have four or more workers advertising jobs in New York City to include a good faith salary range for every job, promotion, and transfer opportunity advertised. The law was initially set to become effective May 15, 2022.
In addition to the six-month delay in implementation, the council amended the law to provide businesses 30 days to remedy any violations before being fined. It also added jobs that weren’t salaried and paid an hourly wage instead.
Further, the new bill stipulates that employers hiring for temporary jobs will not have to list salary ranges for temp posts and it will not cover “positions that cannot or will not be performed, at least in part, in the city.”
The new legislation also places limits on who can file a lawsuit in the event of a violation. Only current employees would be permitted to sue employers for failing to include pay information with a listing for a job, promotion or transfer.
We will continue to follow developments regarding this new legislation. Should you have any questions, please contact ALG.