NY Salary Transparency Law: What Employers Need to Know

Picture this: You post a job opening and within hours, you're fielding calls asking "What's the salary range?" Under New York's salary transparency law, you're now required to answer that question upfront - in your job posting. This isn't just a courtesy anymore; it's the law.

For Long Island business owners, understanding these requirements isn't optional. Whether you're running a dental practice in Nassau County or an accounting firm in Suffolk County, compliance affects every hiring decision you make.

What Is New York's Salary Transparency Law?

New York's salary transparency law requires employers to include compensation ranges in job postings. Think of it as truth-in-advertising for employment - just like you'd expect to see a price range when shopping for services, job seekers now have the right to see pay ranges before applying.

The law applies to positions that can or will be performed in New York, even if your company is based elsewhere. For Long Island employers, this means virtually every position you post needs to include salary information.

"Compensation" doesn't just mean base salary. It includes the full pay package: hourly wages, salary, commissions, and other forms of compensation. However, benefits like health insurance and retirement plans don't need to be included in the posted range.

How the Requirements Work

The process is straightforward, but the details matter. When you post any job - whether on your website, job boards, or social media - you must include:

• The minimum salary or hourly rate you're willing to pay
• The maximum salary or hourly rate for the position
• A general description of benefits and compensation (this can be brief)

For example, instead of posting "Dental Hygienist - Competitive Salary," you'd post "Dental Hygienist - Salary Range: $X to $Y per hour, plus health benefits and paid time off."

The range must reflect what you'd actually pay someone in that role. You can't post an artificially wide range like "$30,000 to $200,000" to avoid meaningful disclosure. The range should represent the realistic pay band for the position based on experience and qualifications.

Why This Benefits Your Business

While compliance might feel like another burden, salary transparency can actually strengthen your hiring process. When candidates know your pay range upfront, you attract people whose salary expectations align with your budget. This means fewer awkward conversations and less time wasted on candidates who are outside your range.

Transparency also builds trust from day one. In today's competitive job market, especially on Long Island where talent is in high demand, showing your cards early demonstrates confidence in your compensation package. Quality candidates often view salary transparency as a sign of a trustworthy, well-run organization.

Many employers find that clear salary ranges actually speed up their hiring process. When expectations are set upfront, negotiations become more straightforward, and new hires feel more confident about their compensation from the start.

What Your Employees and Candidates Get

From the job seeker's perspective, salary transparency eliminates guesswork and saves everyone time. A medical office manager looking for a new position can quickly determine if opportunities match their financial needs and career goals.

Current employees also benefit indirectly. When salary ranges are public, it creates pressure for employers to maintain fair, competitive compensation structures. Employees can see how their roles are valued in the market, which can increase their confidence in your organization's fairness.

For working parents - common in your professional service firms and medical practices - knowing salary ranges upfront helps them make informed decisions about career moves without going through lengthy interview processes that might not meet their needs.

Key Compliance Considerations

The biggest challenge most Long Island employers face is determining appropriate ranges. Too narrow, and you might miss great candidates who could grow into higher compensation. Too wide, and you risk appearing evasive or creating internal equity issues.

Consider basing ranges on factors like experience level, education, and specific skills. A law firm might have different ranges for associate attorneys based on years of experience, while a dental practice might vary hygienist pay based on additional certifications.

Remember that remote work doesn't exempt you from these requirements. If someone could perform the job from their Long Island home office, the position likely falls under New York law regardless of where your company is headquartered.

Documentation is crucial. Keep records showing how you determined your salary ranges. This helps demonstrate good faith compliance if questions ever arise.

How Benton Oakfield Simplifies Compliance

Navigating employment law compliance while running your business shouldn't keep you up at night. At Benton Oakfield, we help Long Island employers understand and implement compliance requirements like salary transparency laws as part of our comprehensive HR support.

We work with medical practices, professional service firms, and small businesses across Nassau and Suffolk Counties to develop practical compliance strategies that fit your specific situation. Rather than trying to interpret complex regulations on your own, you get clear guidance tailored to how you actually hire and operate.

Our ongoing support means you're not just compliant today, but prepared for changes and updates to employment laws that affect your business tomorrow.

Ready to ensure your hiring practices meet New York's requirements while strengthening your ability to attract top talent? Contact our team to discuss how we can help your Long Island business navigate compliance with confidence.

Compliance Note: Benefit plan rules and tax implications vary based on company size and location. This guide is for educational purposes only. Please contact your Benton Oakfield representative to discuss how this applies to your specific situation.

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