Pay Transparency Laws in New York
New York has pay transparency requirements
New York requires employers with 4 or more employees to include the compensation range (minimum and maximum annual salary or hourly rate) in all job postings, promotions, and transfer opportunities. This applies to positions that will be performed in New York, including remote positions. New York State also bans salary history inquiries.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 4+ employees — 4+ employees statewide. NYC previously enacted its own law (effective 2022) for NYC employers. |
| Effective date | September 17, 2023 |
| Penalties | Civil penalties up to $1,000 for first violation, up to $2,000 for second, up to $3,000 for subsequent violations. |
| Statute | N.Y. Labor Law SS 194-b (SB S9427A) |
Pay Transparency Laws in New York: what you need to know
New York has enacted a pay transparency law that affects how employers handle salary information. New York requires employers with 4 or more employees to include the compensation range (minimum and maximum annual salary or hourly rate) in all job postings, promotions, and transfer opportunities. This applies to positions that will be performed in New York, including remote positions. New York State also bans salary history inquiries. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and New York is among the states leading this trend.
New York requires employers to include salary ranges in job postings. 4+ employees statewide. NYC previously enacted its own law (effective 2022) for NYC employers. This means that when you apply for a job in New York, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 4 or more employees.
In New York, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
New York also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in New York must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of New York's pay transparency law includes penalties for non-compliance. Civil penalties up to $1,000 for first violation, up to $2,000 for second, up to $3,000 for subsequent violations. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For New York workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More New York workplace laws
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Frequently asked questions about pay transparency laws in New York
Yes. New York requires employers with 4 or more employees to include salary ranges in job postings.
No. New York has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. New York requires employers to provide salary range information upon request.
Civil penalties up to $1,000 for first violation, up to $2,000 for second, up to $3,000 for subsequent violations.
This depends on the specific provisions of New York law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.