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The recently passed New York State Wage Transparency Law will require all employers with four or more employees in New York State to disclose as part of any job posting, promotion, or transfer opportunity the compensation or “range of compensation” and a job description (if one exists) for the position.
While seemingly straightforward, the implications and potential complications associated with complying with this law are not. This law will require significant changes by most employers across the state and has the potential to impact relations with current employees. Employers should use the next several months to examine the implications of this new law before it takes effect during the Fall of 2023.
In addition to the Wage Transparency Law, New York State passed a slew of other new employment-related measures at the end of 2022, which will impact daily operations for most, if not all, employers in this state, including electronic posting obligations, non-retaliation for legally-protected leaves, and updates to breastfeeding accommodation requirements.
