New York Pay Transparency Requirements
Rules reviewed October 13, 2026 against official sources.
New York generally requires a salary range in job postings for employers with 4 or more employees.
- ✓Pay range or salary figure
- —General description of benefits (not required)
- —Application deadline (not required)
This tool provides general information about job-posting requirements, not legal advice. The summaries are compiled from enacted state laws and official state sources by the site operator, not by an attorney. Laws change and vary by locality and employer size, and this summary isn't exhaustive. Before relying on it, confirm the current rule for your situation with New York State Department of Labor (the agency that publishes the rule, free to contact) or an employment attorney. Spot an error? Let us know. Data last reviewed October 13, 2026.
What happens if a posting doesn't comply?
$1,000 for a first violation, $2,000 for a second, $3,000 for third and subsequent violations. New York City has its own higher ceiling: up to $125,000 per uncured violation ($250,000 if willful); a first violation can be cured within 30 days at no penalty.
Penalty schedules change; this is a summary, not legal advice.
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Frequently asked questions
Does this apply to remote job postings?
Generally, yes — most pay transparency laws, including New York's, apply based on whether the role could be filled by someone located in the state, not where the employer is headquartered. A remote posting open to applicants in New York is typically covered. Verify this against your specific situation with New York State Department of Labor.
Does this apply to my company regardless of size?
Not always — some states only apply these requirements once an employer reaches a minimum number of employees, and that threshold isn't uniform across states. Check the current employer-size threshold, if any, with New York State Department of Labor before assuming your company is or isn't covered.
What happens if a posting doesn't comply?
Penalties vary by state and can range from a warning on a first violation to escalating civil fines for repeat or willful non-compliance. New York State Department of Labor publishes current enforcement details and penalty amounts.
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