New York Remote Job Posts: Pay Range Rules

Do New York remote job postings need pay ranges and hiring timelines now Yes for pay ranges in covered New York postings. No for hiring timelines under current statewide law, because New York’s pay transparency rule does not require a fill-by date.

New York State Labor Law Section 194-b requires employers with four or more employees to disclose compensation or a compensation range in job ads for roles that will be performed, at least in part, in New York. The statute also covers remote roles when the work reports to a supervisor, office, or other work site in New York. The range must be in good faith at the time of posting. The rule went into effect on September 17, 2023.

The part people get wrong is the remote-work test. A posting does not escape the rule just because the person works from home. If the role reports into New York, the posting is covered. If the role can be performed anywhere remotely and the company leadership and primary location are outside New York State, the New York State FAQ says the posting is not required to include a pay range under the state law. That narrow exception is easy to miss.

Hiring timelines are different. Current New York State pay-transparency guidance requires compensation information and, if one exists, a job description. It does not require an expected hire date, a “fill by” date, or a time-to-hire statement in every posting. A timeline requirement has appeared in draft legislation, but draft bills are not current statewide law unless enacted.

New York City is a separate layer. City law requires salary ranges in job ads that are covered by the city’s salary-transparency rule, and city guidance says the law does not force an employer to create an advertisement just to hire. The city rule still does not create a general hiring-timeline requirement. If a posting is covered by both New York State and New York City rules, the safer path is to include the salary range that is accurate in good faith, then review whether the role is within the city’s coverage as well.

The inconvenient part is that “remote” is not one category. A fully remote role can still trigger New York pay disclosure if the reporting relationship is in New York. A posting sent through a third-party board, recruiter, email list, or other recruiting tool is still your responsibility if you agreed to post it. The law follows the advertisement, not the platform.

If you are writing the posting, use the compensation range you believe is true when the ad goes live. Keep the wording specific enough that an applicant gets a real sense of pay, not a placeholder. If the role is commission-based, say so. If the role is outside the state and does not report into New York, document why you think the posting falls outside the state rule before you publish.

For a practical example, a Brooklyn-based company hiring a fully remote engineer reports into its New York office. That posting needs a pay range. A California company hiring a fully remote engineer who reports only to California leadership and can work from anywhere remotely does not need a New York State pay range under the FAQ. If that same role is advertised as open to New York City applicants and otherwise covered by the city rule, the city salary-range requirement still needs its own check.

If you are unsure which rule applies, start with the work location and reporting chain, then check whether the employer has four or more employees and whether the role is also covered by New York City law. DevConnect’s own platform page is a useful place to organize hiring, but the legal answer comes from the state and city rules, not from the job board you use. https://devconnectplatform.com

What happens if you get it wrong is not subtle. A missing range can create a compliance problem, and the posting itself becomes the evidence. The fix is usually simple: add a good-faith range, verify the reporting location, and do not assume “remote” means exempt. If you need a timeline in your own process, add it as a recruiting choice, not as a legal claim.

FAQ

Does every remote job in New York need a salary range No. The New York State rule covers jobs that will be performed, at least in part, in New York, including remote roles that report to a New York supervisor, office, or work site. A role that can be performed anywhere remotely and reports outside New York can fall outside the state rule.

Do New York postings have to include a hiring deadline or fill date Not under the current statewide pay-transparency rule. The current rule focuses on compensation disclosure and job descriptions, not on a mandatory hiring timeline.

What range is allowed in the posting The law requires a range of compensation the employer believes in good faith to be accurate at the time of posting. That means a real minimum and maximum, not a vague phrase like “competitive pay.”

Does New York City require something different Yes. New York City has its own salary-transparency rule for covered job ads. If the role is covered by both city and state rules, the posting has to satisfy both.

What should I check before publishing a remote posting Check where the role reports, where the work will be performed, whether the employer has four or more employees, and whether the posting is also covered by New York City law. Those facts decide whether a pay range belongs in the ad.

Can a third-party recruiter or job board post it without the range No, not if the employer agreed to the posting and the role is covered. The employer remains responsible for compliance even when the ad goes through a third-party recruitment tool or job board.