Required in New York — additional to federal requirements
NY Salary Transparency Law Compliance
New York salary transparency compliance for retail stores covering pay range disclosure in job postings, internal transfer notices, and promotional opportunities.
What this document covers
New York's Pay Transparency Law (effective September 2023) requires all employers with 4 or more employees to disclose the compensation range (minimum and maximum annual salary or hourly rate) in every job posting, promotion, or transfer opportunity. For retail stores — which frequently post positions for cashiers, stock associates, department leads, and managers — this means every job listing (internal and external) must include a good-faith pay range. NYC's Local Law 32 adds additional requirements including a description of the job. Retailers cannot post open-ended ranges (e.g., '$15/hour and up') or artificially wide ranges that render the disclosure meaningless. This law directly impacts high-turnover retail hiring practices.
Key sections included
- Pay range disclosure requirements for all job postings
- Good faith range determination methodology
- Internal transfer and promotion posting requirements
- Job description requirements (NYC employers)
- Recordkeeping for pay range determinations
- Multi-location and remote position considerations
- Pay equity audit procedures
- Employee and applicant complaint procedures
Frequently asked questions
Do I have to include pay ranges on a 'Help Wanted' sign in my store window?
Yes. Any advertisement for a job opportunity — including window signs, in-store postings, and handwritten notices — must include the minimum and maximum pay range for the position. This applies to all job advertisements regardless of format.
How wide can my pay range be?
The law requires 'good faith' ranges that reflect what you genuinely expect to pay. Ranges that are unreasonably broad (e.g., $15–$50/hour for a cashier) may be challenged as non-compliant. Base ranges on actual starting pay data and budget for the position.
Do I have to post ranges for internal promotions?
Yes. If you post or announce a promotion or transfer opportunity, the pay range must be included. Even informal internal job boards or emails about open positions must comply.
Document details
- State
- New York
- Legal basis
- New York Labor Law §194-b (Pay Transparency); NYC Local Law 32 (2022, as amended)
- Enforced by
- New York Department of Labor (NYDOL); NYC Commission on Human Rights (for NYC employers)
- Penalty for absence
- NYDOL enforcement: civil penalties up to $1,000 for first violation, $2,000 for second, $3,000 for third and subsequent. NYC: civil penalties up to $250,000. Employee/applicant private right of action with compensatory and punitive damages plus attorney's fees.
- Category
- Employment & HR
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NY Salary Transparency Law Compliance
Legal Reference
New York Labor Law §194-b (Pay Transparency); NYC Local Law 32 (2022, as amended). Enforced by New York Department of Labor (NYDOL); NYC Commission on Human Rights (for NYC employers).
1. Pay range disclosure requirements for all job postings
2. Good faith range determination methodology
3. Internal transfer and promotion posting requirements
4. Job description requirements (NYC employers)
+ 4 more sections...
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