LL32 Local Law 32 of 2022 Active — November 2022
What is Local Law 32?
Local Law 32 requires all NYC employers with 4 or more employees to include a good-faith salary or hourly wage range in every job posting. The range must reflect the actual salary the employer is willing to pay for the role. Applies to all postings — full-time, part-time, temporary, and remote positions that can be performed from NYC.
Remote roles count. If a job can be performed from New York City, the posting must include a salary range — even if the company is based elsewhere and the posting is national.
4+
Employees required to comply
$0
First violation (warning issued)
$250K
Max fine for subsequent violations
DCWP
Enforcing agency
What the Posting Must Include
Every job posting must include:
- A minimum and maximum annual salary OR minimum and maximum hourly rate
- The range must be a good-faith estimate of what the employer actually expects to pay
- No minimum spread is required — a range of $50,000–$50,000 is technically compliant but defeats the spirit of the law
What doesn't need to be included: Benefits, bonuses, equity, or other compensation. Only base salary or hourly rate range is required by LL32.
Fine Schedule
| Violation | Fine |
|---|---|
| First violation — no salary range in posting | $0 (written notice to cure) |
| Subsequent violations after notice | Up to $250,000 per violation |
How to Comply
- 1Audit all current job postings. Check every active posting on your website, Indeed, LinkedIn, and any other platform. Add salary ranges to all that are missing them.
- 2Set internal pay bands before posting. You need to know what you're willing to pay before you can post a good-faith range. This is a good internal discipline regardless of the law.
- 3Include the range in promotions and transfers too. LL32 applies to internal postings for promotions and lateral transfers, not just external hiring.
- 4Train HR or whoever posts jobs. Make salary range inclusion a standard step in your job posting process — not an afterthought.
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