On January 15, 2022, the New York City Council enacted Local Law 32 of 2022 (Wage Transparency Law or Law) to amend the New York City Human Rights Law (NYCHRL) to require that most employers include compensation data in their job advertisements. The Law was supposed to take effect on May 15, 2022, however, it faced criticism over a number of ambiguities, including undefined penalties. In response, on April 28, 2022, the New York City Council passed an amendment to the Wage Transparency Law. Among the biggest changes is that employers now have until November 1, 2022—more than six months—to ensure compliance with the Law’s requirements. If Mayor Eric Adams signs the Law, which he is expected to do, New York City will become the second jurisdiction in the country (the first being Colorado) to require employers to include minimum and maximum potential salary amounts for open positions in job postings.
New York City’s Wage Transparency Law to Take Effect November 1, 2022
Lindsay DitlowLindsay Ditlow is experienced in all aspects of employment law, including litigation, counselling, and corporate transactions. As a trial lawyer, Lindsay has successfully represented numerous clients in employment litigations, including cases involving claims under Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Fair Credit Reporting Act, the Family Medical Leave Act and state leave laws, the Inevitable Disclosure Doctrine, state discrimination and retaliation statutes, the Fair Labor Standards Act, and state wage and hour laws. Read Lindsay Ditlow's full bio.
Mark MeredithMark Meredith focuses his practice on complex employment litigation, corporate governance issues, trade secret disputes and class actions. Mark represents clients ranging from major financial institutions, Fortune 100 pharmaceuticals and retail stores, and premier fashion houses. He has experience litigating in state and federal courts throughout the United States on a variety of matters, including litigation involving wage and hour class actions, trade secret theft, restrictive covenants, WARN Act class actions, and ERISA claims. He has substantial experience advising executives and corporations with respect to employment contracts, separation agreements, and nondisclosure agreements, all with an eye toward avoiding future litigation. Read Mark Meredith's full bio.
Abigail M. KaganAbigail M. Kagan focuses her practice on employment law, with particular experience in conducting transactional due diligence, defending single-plaintiff, class and collective actions, second-chairing labor negotiations, and drafting personnel policies and other employment documents. She has advised clients on EEO concerns, the gig economy, data privacy, leaves of absence, reductions in force, wage and hour audits, unemployment insurance, short-term disability, restrictive covenants, and NLRA application to non-union members. Read Abigail Kagan's full bio.
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