Late last month, we reported on the New York City Council’s passing of legislation to amend the New York City Human Rights Law to make it an unlawful discriminatory practice for employers to inquire about an applicant’s salary history or to base compensation decisions on prior salary history. On May 4, 2017, Mayor Bill de Blasio signed that bill into law making it effective on October 31, 2017.
Employers with four or more employees operating in New York City should immediately review their employment applications and hiring policies and practices to ensure compliance with this new law before its effective date. The passage of this law is also notable for employers outside NYC, as this may signal a developing trend across the country. Massachusetts and the City of Philadelphia have already passed similar laws, and bills to the same effect are currently pending in the United States House of Representatives and many other state legislatures. As a result, employers across the country should keep a watchful eye on pending legislation to see if their law makers will be the next to impose similar restrictions on the interview and hiring process.
The foregoing has been prepared for the general information of clients and friends of the firm. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel. If you have any questions or require any further information regarding these or other related matters, please contact your regular Nixon Peabody LLP representative. This material may be considered advertising under certain rules of professional conduct.