The Law requires employers with four or more employees to include the minimum and maximum annual salary or hourly range for compensation in any job advertisement.
This month, New York State’s Pay Transparency Law took effect, requiring businesses across the state with four or more employees to include compensation ranges in all advertisements for job, promotion, and transfer opportunities. What this law represents is New York’s continuing efforts to address the issue of wage inequality and promote fairness and equity in the workplace.
The implementation of this new law will level the playing field and provide a fair opportunity for everyone, particularly women and people of color who have been put at a disadvantage for far too long. This law will require all job, promotion or transfer opportunities to include a minimum and maximum annual salary, or hourly compensation, to be clearly listed in job postings. Employers must also state if a position is commission-based.
This law represents a huge step forward in creating a more equitable work environment, giving job seekers the knowledge to make informed decisions about the work opportunities they choose to pursue. With the Salary Transparency Law, New York State is that much closer to closing the wage gap for good.
Click here for more information about the Pay Transparency Law.