Do remote jobs in New York have to show pay?

Do remote jobs in New York have to show pay or salary information

Yes. A remote job has to include pay or salary information when the role reports to a supervisor, office, or other worksite in New York State. New York’s Department of Labor says that remote, telecommute, and work-from-home postings are covered when the reporting location is in New York. The state rule went into effect on September 17, 2023.

The part people get wrong is assuming that “remote” means outside the law. It does not. The state rule looks at where the job is tied for reporting, not only where the worker sits. If the person works from home in another state but reports into a New York supervisor, office, or worksite, the posting still needs the pay information.

If the remote job is fully outside New York’s reporting chain, the state law does not require the posting to include a range just because someone in New York could see it. The Department of Labor’s FAQ gives the example of a company whose leadership and primary location are outside New York State, with a role that can be performed anywhere remotely. In that situation, the posting is not required to include a range under the New York State law.

There is a second rule in New York City. NYC’s salary transparency law requires a good faith salary range for covered jobs, promotions, and transfer opportunities advertised in the city. That is separate from the state rule, and a remote job can be covered if the posting falls under NYC’s jurisdiction. The city’s guidance is older than the state law, but it still matters for jobs advertised in New York City.

The inconvenient part is that the answer can change based on the reporting structure, not just the office address in the posting. A remote role can be covered because the direct supervisor, office, or worksite is in New York. A different remote role can fall outside the state rule because the employer’s leadership and worksite are outside New York, even if a New York resident applies. That is why recruiters have to check the actual reporting chain before publishing.

New York State also tells employers to post a good faith minimum and maximum annual salary or hourly rate, or a fixed rate if there is no range. Open-ended language like “$17 an hour and up” is not acceptable. If the posting covers multiple geographic locations or multiple seniority levels, the employer needs separate ranges for the separate opportunities.

One more point people miss: the rule applies to the posting itself, not just the offer. If an employer uses a job board, recruiting service, or other third party to publish the ad, the employer is still responsible for compliance. The state guidance also says the range can be placed in a separate, free, and easily accessible location if the ad space is too tight.

If you are checking a specific remote job, use one simple test. Ask where the role reports, then ask whether that reporting location is in New York State or New York City. If the answer is yes, include the pay information before the job goes live. If the answer is no, document why the role falls outside the rule, because that is the kind of detail investigators ask for later.

For teams that are building hiring workflows or posting jobs at scale, it helps to standardize the review before publication. DevConnect keeps a plain checklist for that kind of workflow at https://devconnectplatform.com, but the legal test still comes from the New York State and New York City rules, not from the platform you use.

The practical bottom line is simple. Remote jobs in New York do not automatically need pay information because they are remote, but many of them do because the reporting relationship is in New York State or New York City. The safe habit is to treat “remote” as a location question and “reports to New York” as the compliance question.

What if the company is outside New York

A company outside New York does not get a free pass if the remote role reports into a New York supervisor, office, or worksite. The state FAQ says that reporting connection is enough, even when the employee works from home outside New York State. The same guidance also gives the opposite example, where a company and leadership outside New York can keep a fully remote role outside the state posting rule.

What if the job could be done from anywhere

If the job is truly remote and the company’s leadership and primary location are outside New York State, the Department of Labor says the posting is not required to include a pay range under the New York State law. That is the narrow case that people often overlook, because a New York applicant or a New York-based recruiter does not by itself trigger the state posting rule.

What should be in the posting

New York State says the ad should include a good faith minimum and maximum salary or hourly rate. A fixed rate is allowed when there is no range. The state also says commission-based positions must be clearly labeled. For New York City, the salary range must be a good faith range for covered postings.

What happens if a posting is wrong

The most common failure is not fraud, it is sloppy jurisdiction handling. A recruiter copies a remote template, leaves out pay, and the role reports to a New York team. That creates a posting problem before the first interview starts. Employers can file complaints and the Department of Labor gives an enforcement path for violations, so this is not a formatting issue.

FAQ

Does a remote job in New York City have to show salary Yes, if the job is covered by New York City’s salary transparency law. NYC requires a good faith salary range for covered jobs, promotions, and transfer opportunities advertised in the city.

Is there a difference between New York State and New York City rules Yes. New York State and New York City each have their own salary posting rules. A remote role may be covered by one, both, or neither, depending on where it reports and where it is advertised.

Does a fixed salary count, or does it need a range A fixed salary or hourly rate is acceptable under New York State guidance when there is no range. The state says the posting must still be a good faith amount that the employer believes is accurate when the ad is posted.

Can the pay range be hidden in another document Yes, if it is still free and easily accessible. New York State allows the compensation information to appear in a separate location when the ad space is too limited, as long as applicants can reach it without friction.

Does this apply to promotions and transfers too Yes. The state law covers jobs, promotions, and transfer opportunities, not only new hires. NYC’s salary transparency rule also covers jobs, promotions, and transfers that are advertised in the city.