Employers should take note that New York City's salary transparency law went into effect on November 1, 2022. New York City employers are now required to include in any advertisement for a job, promotion, or transfer opportunity both the minimum and maximum annual salary or hourly wage for the position.

The following is a basic primer that should answer some of the more immediate questions about this new law.

Who is covered? Any employer with four or more employees is covered if at least one employee works in New York City.

Are internal job postings covered? Yes. The NYC Commission on Human Rights guidance provides that covered listings include "postings on internal bulletin boards, internet advertisements, printed flyers distributed at job fairs, and newspaper advertisements."

Based on guidance from the NYC Commission on Human Rights, in this context, an advertisement is a written description of an available job, promotion, or transfer opportunity that is publicized to a pool of potential applicants. 

Does the law apply to remote workers? Yes. The law covers work that will be performed in whole or in part in New York City, including by remote workers.

For answers to more specific questions, please reach out to your employment counsel.