As an update to our prior post last month, on May 12, 2022, New York City Mayor Eric Adams signed Introduction Number (Int. No.) 134-A into law, just days before the current salary disclosure law was set to take effect (May 15). This means that New York City’s salary disclosure law will now officially take effect on November 1, 2022, which will give employers more time to comply.
As a reminder, the law applies to employers with four or more employees or one or more domestic workers (at least one of whom must work in New York City).
Next Steps for Employers
On May 12, 2022, the NYC Commission on Human Rights issued updated guidance which incorporates the amendments, as such, employers may wish to review the updated guidance to ensure they understand the provisions of this law.
Even though employers have more time to comply, best practice is to review both their external and internal recruiting practices, specifically, as it relates to posting of open positions and to examine compensation practices to ensure that wage ranges for open positions are in line with industry and market data for competitiveness and retention of employees.
Additionally, NYC is among one of many states and localities that have enacted similar laws, resulting in multistate employers needing to be cognizant of any other applicable state or local laws for workers in other jurisdictions.
