Last January, New York City (NYC) joined in the growing pay transparency movement with the passage of a law requiring employers to include wage disclosures in job listings. Specifically, employers with four or more employees must post a minimum and maximum pay range when advertising a job, promotion, or transfer.
Following an amendment signed into law by Mayor Eric Adams on May 12, 2022, the law’s effective date has been moved from May 15, 2022, to November 1, 2022. The amendment seeks to not only give organizations more time to comply but also clarify ambiguity around the original legislation.
There are potential impacts for employers outside of NYC. Here’s what employers should know.
In addition to delaying the effective date, the amendment also:
Revised compliance guidance from the city should be forthcoming.
Increasingly, states and local jurisdictions are enacting pay transparency legislation to reduce gender and race-based pay gaps. Providing wage ranges in job listings can reveal pay disparities within an organization, thus incentivizing employers to address pay equity issues proactively. Connecticut, California, Colorado, and Nevada are just four examples of states passing such measures, demonstrating the growing focus on transparent pay practices.
Employers should take advantage of the nearly six-month delay to prepare for implementation of the New York pay transparency law.
Best practices encourage business owners to perform a pay equity audit to help them achieve their pay transparency goals. This process not only ensures fairness in compensation but also gives your organization a competitive edge when it comes to attracting employees and investors.
If your organization needs assistance getting started, enlist the help of a diversity, equity, and inclusion (DEI) expert like Trusaic. Our pay equity auditing, diversity, and inclusion software solution, PayParity, offers tracking and analytics tools you’ll need to perform an effective audit, protect against risk, and promote full transparency.
To learn more about why your organization should take a proactive approach to pay equity, download our guide, What is Pay Equity? below.
Germany has minimal requirements for pay data reporting. Employers will have to adapt quickly to…
As your workforce and your organization evolve, your pay equity situation evolves with it. Learn…
New York City’s enforcement agency is increasing its activity in regard to its pay transparency…
France annual pay data reporting law aims to close its gender pay gap. However French…
Maryland Pay Transparency law would require employers to provide salary ranges on job postings beginning…
Spain is in better shape than many other EU members. However, employers in the nation…