New York City | Dec. 22, 2022 – Following Governor Kathy Hochul’s signature on Senate Bill S9427, many employers in the Empire State are preparing for compliance with its new pay transparency law. The measure requires employers with four or more employees to include pay ranges in any ad for a job, promotion or transfer opportunity that can or will be performed at least partially in New York. The law will go into effect in Sept. 2023.
New York’s legislation joins the effort of advancing pay equity and increasing transparency around compensation, thereby giving employees more leverage in the hiring process. It will also create new challenges for employers – affecting everything from employee communications to managing pay compression and addressing any disparities that may come to light.
“The issue of pay transparency is already transforming the workplace in states and municipalities across the country,” said Emily Scace, legal editor for XpertHR, who notes that New York joins California, Washington and Colorado among states with pay transparency laws on the books. “Organizations should not delay in developing a strategy that will allow them to meet compliance requirements and ensure pay equity over the long term.”
Scace is available immediately to comment on this legislation and what these changes mean for all U.S. employers. She has nearly a decade of experience in legal publishing, with expertise in topics including employment discrimination laws, pay equity, recruiting and hiring, and more.
Scace and Gapsquare pay equity leader, Sabina Mehmood, will also host a free 45-minute webinar on Tuesday, Jan. 10 at 2 p.m. ET to highlight the nuances of New York’s pay equity transparency law, including what it means for companies and best practices for implementing a transparency strategy.
During the webinar, employers will learn:
Register for this free webinar by visiting this link.
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Media Contact:
Hayley Buck
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