July 11, 2020

Volume X, Number 193

July 10, 2020

Subscribe to Latest Legal News and Analysis

July 09, 2020

Subscribe to Latest Legal News and Analysis

July 08, 2020

Subscribe to Latest Legal News and Analysis

New York City Employers Will Soon be Banned from Inquiring about Salary History

On Thursday, May 4, 2017, New York City Mayor Bill de Blasio signed a bill prohibiting New York City employers, both public and private, from asking job applicants about their salary history. This legislation, amending the New York City Human Rights Law, will go into effect October 31, 2017, 180 days following its enactment.

Under the new law, City employers are barred from making inquiries about salary history not only to applicants, but also to applicants’ past or present employers, or to past or present employees or agents of such employers. In addition, employers may not run searches of publicly available records for purposes of learning applicants’ salary history. The law makes it an unlawful discriminatory practice for City employers to ask about applicants’ salary history or to set their compensation during the hiring process based on their salary history.

Nonetheless, in certain situations, the law allows employers to discuss with applicants their expectations about salary as well as to consider and verify salary history if applicants voluntarily disclose it. The new law also has certain exemptions, including for internal transfers or promotions, and for certain positions with public employers determined through collective bargaining. 

Individuals can bring a complaint with the New York City Commission on Human Rights and the Commission itself can bring a complaint against employers for alleged violations of this law. Among other remedies, the Commission can award compensatory damages as well as impose civil penalties of up to $250,000 in certain circumstances against non-compliant employers. Aggrieved applicants can also bring a complaint in court (unless they have already filed a complaint with the Commission regarding the challenged practice), and the court can award a range of remedies, including attorney’s fees and costs to the prevailing party as well as punitive damages.

Covered employers should carefully review their hiring procedures and documents, including job application forms, to ensure compliance with the law. They should likewise assess any internal policies regarding compensation and benefits for new hires.

Copyright 2020 K & L GatesNational Law Review, Volume VII, Number 129


About this Author

George Barbatsuly, KL Gates Law Firm, Labor and Employment Attorney

George Barbatsuly focuses his practice in employment and labor law, where he counsels management on a wide variety of related issues and assists in the representation of clients in employment litigation and traditional labor law matters.  Of particular note, Mr. Barbatsuly has experience in representing clients in employment class action litigation related to race, national origin, gender, and age discrimination.  He has appeared before federal and state courts and a variety of federal and state administrative agencies.

The clients he has...

Laura Scully, KL Gates Law Firm, Labor and Employment Attorney

Laura Scully is an associate in the Newark office and focuses her practice on labor and employment law on behalf of management. Ms. Scully represents employers before federal and state courts and administrative agencies, including in matters involving discrimination, retaliation, whistleblowing, wage and hour disputes, civil rights, employment contracts, and labor relations. In addition, she drafts employment-related agreements, policies, and forms, and counsels clients on a variety of workplace-related issues.