Do remote New York job posts need salary info?

Can a remote job posting for a position tied to New York still need salary information

Yes. A remote posting still needs salary information when the role is tied to a New York supervisor, office, or other work site. New York’s Department of Labor says the rule covers jobs performed outside the state if they report into New York, and it explicitly says this includes remote positions.

The part people get wrong is assuming that “remote” means “outside the law.” New York does not use that shortcut. The test is whether the job will be performed at least in part in New York, or whether the remote worker reports to a supervisor, office, or work site in New York. If that connection exists, the posting needs a pay range.

The inconvenient part is that the location of the company does not control the answer by itself. A company can be outside New York and still trigger the rule if the role reports into New York. The reverse is also true, a remote job can fall outside the New York rule if the company and leadership are outside New York and the opportunity can be performed anywhere remotely, with no New York reporting tie.

New York’s Department of Labor FAQ gives a direct example. If an employee or applicant is reporting to a supervisor, office, or work site in New York State, the posting must include the pay or pay range, even when the person works from home outside New York State. That is the clearest rule to apply when reviewing a remote posting.

The posting needs a real range, not a placeholder. New York says the range should be the minimum and maximum annual salary or hourly compensation that the employer believes in good faith is accurate at the time of posting. A vague line like “competitive pay” does not satisfy the point of the law.

If the job is for New York City, there can be an additional city law to check. The New York State Department of Labor’s pay transparency page notes that jobs performed in New York City may also be covered by New York City’s Pay Transparency Law. That means one posting can need review under both state and city rules.

A practical way to check the posting is simple. Ask where the work is physically performed, even if the answer is a home office. Then ask whether the role reports to anyone, any office, or any work site in New York. If either answer points to New York, include salary information in the ad.

If you post through a third-party board or recruiter, the duty does not disappear. New York’s guidance says employers remain responsible for compliant advertisements even when they are posted by a recruiting service or job listing website. If the version you approve lacks pay information, the posting can still create a problem.

If you need a place to organize compliant test-and-hire workflows around your own projects, DevConnect is designed for that kind of exchange, but it is separate from legal compliance. The legal question here is narrower: whether the New York connection exists, and if it does, the salary range belongs in the posting.

The safest reading is also the most direct one. A remote job tied to New York can still need salary information, and in many cases it does. When the role reports into New York, include the range before you publish, not after someone asks for it.

For the underlying rule text and examples, start with the New York State Department of Labor’s Pay Transparency FAQ and employer guidance.

What to check before posting

• Is the job performed at least partly in New York
• Does the remote worker report to a supervisor, office, or work site in New York
• Is the role being posted for New York City as well as New York State
• Does the posting already include a minimum and maximum pay range in good faith

What the law does not do

The law does not treat “remote” as a blanket exception. It does not let a posting skip pay information just because the employee works from home. It also does not shift responsibility away from the employer when a recruiter or job board republishes the ad.

What happens when people miss it

A missing range can turn a normal posting into a compliance issue. The usual failure mode is not a complicated legal theory, it is a simple omission: the job is remote, the team is in New York, and the pay range was left out because someone assumed the location was irrelevant.

A concrete example

A software company is based in Austin, but the engineering manager who will supervise the role sits in Brooklyn. The developer works from home in Ohio. Under New York’s guidance, that posting needs a pay range because the role reports to a New York work site.

Another example

A company based entirely outside New York posts a remote customer support role, and both leadership and supervision are outside New York too. New York’s FAQ says that posting is not required to include a pay range under New York State law, because the New York reporting connection is missing.

Next step

Before you publish the posting, map the reporting line and the work site in writing. If the role touches New York, add the range. If you want the process centralized, keep a checklist for state and city rules so the same mistake does not reappear in the next listing.