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New York pay transparency law: what it requires and who posts pay
New York City has required a pay range in job ads since Nov. 1, 2022, and New York State has since Sept. 17, 2023, for employers with four or more employees. As of Oct 17, 2026, 71.8% of the 33,818 LAYIQ postings placed in New York state a pay range, against 30.4% in the 36 states shown without a rule in our law table.
Who posts pay in New York
As of Oct 17, 2026, LAYIQ lists 33,818 postings placed in New York. 24,295 of them state a US dollar annual or hourly pay range or single figure.
- LAYIQ postings placed in the state
- 33,818
- Of those, stating pay
- 24,295
- Share stating pay
- 71.8%
Across the 36 shown states without a rule in the law table, 30.4% of postings state a pay range. The two groups differ in more than the law, such as their employers and the kinds of jobs they list, so this describes the postings and does not measure what any law does.
- A posting counts in every state where LAYIQ has placed one of its locations, so states overlap. A posting with no location placed in a state, such as some that name several places in one line and some remote postings, is in no state.
- A posting counts as stating pay when its pay is a US dollar annual or hourly pay range or single figure, recorded as a minimum and a maximum that can be equal. Monthly pay and other currencies are not counted.
- These shares do not say whether an employer follows a pay range law. A law reaches some employers and postings and not others, and LAYIQ cannot tell which apply to a posting.
- LAYIQ lists only postings from the last six calendar months, and a snapshot of what is open now over-represents postings that stay up for months.
As of . Pay ranges come from the employers' own postings.
The same numbers for every state with 200 or more postings are in the pay transparency CSV.
Download the CSVWhat the law says in New York
The table is the part of the pay range law table that reaches this state, confirmed on official government pages as of October 13, 2026. The facts below come from the sources listed at the end of this page, each with the day LAYIQ read it. Laws change and details vary, so check the linked source or your state labor department before relying on a rule. This is general information, not legal advice.
| Jurisdiction | Who it covers | In effect since | Official source |
|---|---|---|---|
| New York City | Employers with 4 or more employees, one working in the city1 | Nov. 1, 20221 | Commission on Human Rights (opens in a new tab) |
| New York State | Employers with 4 or more employees, for jobs partly in New York or reporting to a New York office2 | Sept. 17, 20232 | Dept. of Labor (opens in a new tab) |
What a posting has to show
- The state rule. New York State’s Labor Law section 194-b requires private employers with four or more employees to include a salary, hourly rate or range of pay in every advertised job, promotion or transfer opportunity that is done at least in part in New York State, or outside it but reporting to a supervisor or office in the state.2
- A range with both ends. The Department of Labor says a range needs a minimum and a maximum annual salary or hourly rate that the employer believes in good faith is accurate when it posts. An open-ended range such as “$20+ an hour” is not allowed, and a single fixed rate must be listed as such.2
- One range for each location. A posting for several locations, or several levels of seniority, needs a separate range for each.2
- New York City. An employer advertising a job in the city must state the minimum and maximum salary it believes in good faith it is willing to pay. The two can be identical if the employer has no flexibility.1 The Commission on Human Rights says it will not assess a civil penalty for a first complaint if the employer fixes the violation within 30 days of notice, and that penalties can reach $250,000 for an uncured first violation and for later ones.1
Browse New York jobs by city
LAYIQ job pages for the biggest cities in New York, each listing the openings LAYIQ has there.
- New York, NY (22,508 jobs)
How to cite
Please cite LAYIQ with the date of the law table and, for the share, the as-of date, and say the share describes the postings open at that moment. A suggested citation:
LAYIQ. “New York pay transparency law: what it requires and who posts pay” Pay range law as of October 13, 2026; posting data as of Oct 17, 2026. https://layiq.ai/data/pay-transparency/new-york
The data on this page is licensed under CC BY 4.0 (opens in a new tab). Credit it as “Source: LAYIQ (layiq.ai), CC BY 4.0”. A link back is welcome, never required.
Frequently asked questions
Does New York have a statewide pay range law?
Yes. Since September 17, 2023, New York State’s Pay Transparency Law has applied to employers with four or more employees, for jobs done at least in part in the state or reporting to a supervisor or office in it.2
Is New York City’s rule different from the state’s?
The city has its own rule, in effect since November 1, 2022.1 It covers employers with four or more employees (or one or more domestic workers) when at least one employee works in the city, for jobs done in whole or in part there, including remotely.1 The state’s rule came later and reaches jobs partly done in the state or reporting to it.2
Can a New York posting say “$20 and up”?
No. The state says a pay range cannot be open-ended and gives “$20+ an hour” as an example.2 The city says “$15 per hour and up” would not be consistent with its rule.1
What share of New York job postings on LAYIQ state a pay range?
As of Oct 17, 2026, 71.8% of the 33,818 LAYIQ postings placed in New York state a US dollar annual or hourly pay range or single figure. It describes the postings LAYIQ lists and does not say whether an employer follows the law.
Sources
- New York City Commission on Human Rights. Salary Transparency in Job Advertisements (opens in a new tab). Published May 12, 2022. Accessed October 17, 2026.
- New York State Department of Labor. Pay Transparency Law for Employers (P687) (opens in a new tab). Accessed October 17, 2026.