Does NYC require a salary range in job postings? (2026)
Yes. Since November 1, 2022, an employer with four or more employees must include the minimum and maximum salary or hourly wage it in good faith believes, at the time of posting, that it is willing to pay, in every advertisement for a job, promotion, or transfer opportunity that can be performed in whole or in part in New York City. The city's penalty ceiling is $250,000, far above New York State's.
Who it applies to
Employers with four or more employees, or one or more domestic workers. The four do not have to work in the same place, and they do not all have to work in New York City: as long as one of them works in the city, the employer is covered, and owners count toward the four. Employment agencies are covered regardless of their size. The rule sits in the New York City Human Rights Law and is enforced by the NYC Commission on Human Rights. Advertising a role in the five boroughs also means complying with the separate New York State rule, which has its own job-description requirement the city rule does not carry. (NYC CCHR Salary Transparency factsheet)
What has to be in the posting
A minimum and a maximum salary that the employer in good faith believes, at the time of posting, it is willing to pay. CCHR defines good faith as the range the employer honestly believes, when it lists the advertisement, that it is willing to pay the successful applicant. The range cannot be open-ended: CCHR gives "$15 per hour and up" and "maximum $50,000 per year" as examples that do not comply. Where an employer genuinely has no flexibility, the minimum and maximum may be the same figure, such as "$20 per hour." An advertisement covering several openings can give a range for each.
"Salary" here means the base annual salary or hourly wage. It does not include benefits, overtime, commissions, tips, bonuses, or stock. Employers may add those to a posting, but they are not the salary range the rule asks for. (NYC CCHR Salary Transparency factsheet)
Do remote jobs count
Yes, where the role can be performed in whole or in part in New York City. That phrasing is doing the same work as Colorado's "performable in the state" test rather than New York State's "reports to a New York supervisor" test, and the two are not interchangeable. A hybrid role based in the city is plainly covered. So is a remote role that someone living in the five boroughs could hold, which means an advertisement that never mentions New York City can still be in scope. CCHR's own wording covers positions that can or will be performed in the city "whether from an office, in the field, or remotely from the employee's home." (NYC CCHR Salary Transparency factsheet)
What happens if a posting is missing the range
The Commission on Human Rights enforces it, investigating complaints from the public and opening its own investigations from testing and tips; a current employee can also sue in civil court. The first step is generous by design. The civil penalty for a first violation is $0 if the employer proves to the Commission's satisfaction, within 30 days of being served with a copy of the complaint, that the violation has been cured. Miss that window, and an uncured first violation, along with any subsequent violation, can draw civil penalties of up to $250,000.
That structure is worth reading carefully, because the expensive outcome is not "we had a posting without a range." It is "we had a posting without a range, we were told, and thirty days later it was still there." Knowing which of your live postings are missing the numbers is what makes the cure window usable. (NYC CCHR Salary Transparency factsheet)
Temporary help firms
The law does not apply to temporary help firms seeking applicants to join their pool of available workers. That exemption is narrow and belongs to the firm: CCHR is explicit that employers who work with temporary help firms must still follow the salary transparency law. (NYC CCHR Salary Transparency factsheet)
How this shows up across job boards
New York City is where syndication problems get expensive, because the exposure attaches to the advertisement rather than to the hire, and because the same role often appears on your careers site, an aggregator, and a professional network at once. A minimum and maximum that render correctly in your ATS can arrive on a downstream board as a single figure, or as nothing, if the fields did not map. The thirty-day cure clock starts when you are served, not when you notice, so the useful thing is a current picture of which live copies actually show both numbers today.
Sources: NYC CCHR Salary Transparency in Job Advertisements factsheet (May 12, 2022) · NYC Commission on Human Rights, Pay Transparency · Local Law 59 of 2022
Last verified: September 10, 2026. Written by Kate Rose, Relio.