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New Jersey Employment Lawyers > Blog > Equal Pay Disparity > An Overview of New York’s New Wage Transparency Law

An Overview of New York’s New Wage Transparency Law


According to a report from the Associated Press (AP), New York’s new wage transparency law officially went into effect on September 17th, 2023. The state law is largely modeled after an already existing local ordinance in New York City. It is designed to help promote equal pay. In this article, our New York City equal pay attorney explains the key things to know about New York State’s new wage transparency law.

What to Know About New York State’s Wage Transparency Regulation (2023 

  1. The Basics: Job Ads Must Include Proposed Pay Rates 

The New York wage transparency law introduces a significant change in the way employers in New York advertise job openings. At its core, the mandate states that all job advertisements must now include the proposed pay rate for the position. Potential applicants will have a clear understanding of what they can expect in terms of compensation right from the outset. By implementing this requirement, New York aims to remove ambiguity from the job application process and empower job seekers with the information they need to make informed decisions. 

  1. The Law is Designed to Promote Equal Pay 

One of the primary motivations behind this legislation is to promote equal pay across all genders, races, and backgrounds. By making pay rates transparent from the beginning, employers will be held accountable for offering fair compensation. The transparency is expected to reduce wage gaps and discourage discriminatory pay practices. Notably, New York City passed a similar local law in 2022. Further, California and Colorado are also implementing similar state laws. 

  1. The Legislation Covers Employers With Four or More Workers 

Many employers in New York are covered by the new law. The new wage transparency applies to businesses and organizations with four or more workers. Small businesses with three or fewer employees are exempt from this mandate. Though, these small businesses are certainly not prohibited from including wage information on their job advertisements. 

  1. The Statute Applies to Remote Workers With a New York Supervisor 

The law has provisions that extend its reach to remote workers as well. If an individual works remotely but has a supervisor based in New York, the employer is still required to disclose the pay rate in job advertisements. Companies hiring remotely with New York-based management should comply with the requirements of the new statute. 

  1. The Law is Officially in Effect (September 17th, 2023) 

As of September 17th, 2023, the Wage Transparency Law is officially in effect. Employers are now obligated to abide by these rules. Of course, all of the other existing federal, state, and local equal pay laws remain in place.

 Schedule a Confidential Consultation With a New York Equal Pay Lawyer Today

At Poulos LoPiccolo PC, our New York equal pay attorney is an experienced, reliable, and devoted advocate for worker rights. If you were subject to pay-based discrimination, we can help. Give us a phone call now or connect with us online for your confidential initial consultation. We handle equal pay violation cases in New York City and throughout the surrounding area.



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