New York City’s Wage Transparency Law takes effect Nov. 1, and employers—including businesses outside the city with job ads for remote work—are realizing one of the unintended outcomes of complying with the law may be pay compression.
The New York City Pay Transparency Law amended the New York City Human Rights Law, making it an unlawful discriminatory practice to post any job listing that does not include the minimum and maximum salary or hourly wage offered for the position. The law “comes as part of a trend to promote wage equity for groups who, historically, received lower compensation—such as women and people of color,” stated Carol Goodman and Meaghan Roe, attorneys with Herrick in New York City, in a joint e-mail.
