Help-wanted advertisements in New York must disclose proposed pay rates after a statewide salary transparency law went into effect on Sunday, part of growing state and city efforts to give women and people of color a tool to advocate for equal pay for equal work.

Employers with at least four workers will be required to disclose salary ranges for any job advertised externally to the public or internally to workers interested in a promotion or transfer.

Pay transparency, supporters say, will prevent employers from offering some job candidates less or more money based on age, gender, race or other factors not related to their skills.

What You Need To Know

  • New York’s Pay Transparency Law takes effect, mandating employers to disclose salary ranges for job listings

  • According to the state Department of Labor, in 2021 women earned 88 cents for every dollar earned by men. That gap is even wider for women of color. Compared to white men, Black women are paid about 68 cents on the dollar. Hispanic and Latina women are paid only 63 cents on the dollar.

  • Employers with at least four workers must disclose salary ranges for any job advertised externally to the public or internally to workers interested in a promotion or transfer

Advocates believe the change also could help underpaid workers realize they make less than people doing the same job.

A similar pay transparency ordinance has been in effect in New York City since 2022. Now, the rest of the state joins a handful of others with similar laws, including California and Colorado.

“There is a trend, not just in legislatures but among workers, to know how much they can expect going into a job. There’s a demand from workers to know of the pay range,” said Da Hae Kim, a state policy senior counsel at the National Women’s Law Center.

More than a quarter of the U.S. labor force is covered by wage transparency legislation. According to, around 45% of postings have salary ranges, up from less than 20% before the pandemic.

The law, signed by Gov. Kathy Hochul in 2022, also will apply to remote employees who work outside of New York but report to a supervisor, office or worksite based in the state. The law would not apply to government agencies or temporary help firms.

Compliance will be a challenge, said Frank Kerbein, director of human resources at the New York Business Council, which has criticized the law for putting an additional administrative burden on employers.

“We have small employers who don’t even know about the law,” said Kerbein, who predicted there would be “a lot of unintentional noncompliance.”

To avoid trouble when setting a salary range, an employer should examine pay for current employees, said Allen Shoikhetbrod, who practices employment law at Tully Rinckley, a private law firm.

State Senator Jessica Ramos, a Democrat representing parts of Queens, said the law is a win for labor rights groups.

“This is something that, organically, workers are asking for,” she said. “Particularly with young people entering the workforce, they’ll have a greater understanding about how their work is valued.”