What does New York's pay transparency law require?

Employers with 4+ employees must include a good-faith minimum and maximum salary or hourly range in postings for jobs performed at least partly in New York or reporting into New York. A job description is required only if one exists.

How is NYC's salary transparency law different from New York State's?

NYC's ordinance runs through the City Human Rights Law with far bigger teeth: up to $250,000 for uncured violations (a first complaint cured within 30 days costs nothing), ranges must be closed-ended, and it covers independent contractors. Both laws apply in the city — the state law doesn't preempt local ordinances.

Was New York's pay transparency law changed in 2026?

No. The statute hasn't been amended since 2023 — recent claims of a 2026 tightening trace to agency FAQ guidance, not to any change in the law.

Do the older local ordinances (Westchester, Ithaca, Albany County) still apply?

Technically yes. The state law expressly does not preempt local laws, so the 2022-era ordinances — including Albany County's Local Law E, often mislabeled 'Local Law J' — remain operative alongside it.

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New York Pay Transparency Law (2026)

Verified as of July 14, 2026

Posting disclosure required?: Yes — good-faith salary range in postings (Labor Law § 194-b, effective September 17, 2023; NYC has its own stricter ordinance)
Covered employers: 4+ employees (state law). NYC: 4+ employees (owners count; only one needs to work in NYC) or 1 domestic worker; employment agencies of any size.
What postings must include: The minimum and maximum salary or hourly range the employer in good faith believes accurate at posting time. A job description is required only if one exists. NYC additionally requires the range to be closed-ended (no "$15/hour and up"), and NYC "salary" excludes benefits, bonuses, commissions, and overtime.
Disclosure on request: New York's model is posting-based (no separate on-request regime in § 194-b).
Promotion / internal notice: No internal promotion-notice requirement (postings for promotion/transfer opportunities are covered ads).
Remote positions: Covers jobs physically performed at least partly in New York, or performed outside New York but reporting to a New York supervisor, office, or worksite. NYC covers any job performable in whole or part in the city, including remotely.
Pay-data reporting: No state pay-data reporting regime.
Penalties & enforcement: State: civil penalties up to $1,000 / $2,000 / $3,000 (first/second/further violations) via NY DOL; no private right of action. NYC: complaints to the Commission on Human Rights — no penalty for a first complaint cured within 30 days of notice; uncured or repeat violations up to $250,000, and current employees may sue. The state statute hasn't been amended since 2023; the state law does not preempt local ordinances (Westchester County, Ithaca, and Albany County's Local Law E remain operative).

Local & related layers

NYC Local Law 32: the strictest layer — up to $250,000 for uncured violations; first complaint cured within 30 days = $0.
Westchester County (2022), Ithaca (Ordinance 2022-03, eff. Sept 1, 2022), and Albany County (Local Law E of 2022, eff. early 2023) all remain technically operative — the state law expressly does not preempt them.

Frequently asked questions

What does New York's pay transparency law require?: Employers with 4+ employees must include a good-faith minimum and maximum salary or hourly range in postings for jobs performed at least partly in New York or reporting into New York. A job description is required only if one exists.
How is NYC's salary transparency law different from New York State's?: NYC's ordinance runs through the City Human Rights Law with far bigger teeth: up to $250,000 for uncured violations (a first complaint cured within 30 days costs nothing), ranges must be closed-ended, and it covers independent contractors. Both laws apply in the city — the state law doesn't preempt local ordinances.
Was New York's pay transparency law changed in 2026?: No. The statute hasn't been amended since 2023 — recent claims of a 2026 tightening trace to agency FAQ guidance, not to any change in the law.
Do the older local ordinances (Westchester, Ithaca, Albany County) still apply?: Technically yes. The state law expressly does not preempt local laws, so the 2022-era ordinances — including Albany County's Local Law E, often mislabeled 'Local Law J' — remain operative alongside it.

Source: Labor Law § 194-b (nysenate.gov); NY DOL pay-transparency FAQ; NYC CCHR factsheet (captured); Ithaca Ordinance 2022-03 (captured); Albany County Legistar 22-LL-E. Verified 2026-07-13/14.

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