New York Remote Jobs Pay and Benefits Disclosure

Do remote jobs in New York now need to show pay and benefits information

Yes. A remote job connected to a New York supervisor, office, or worksite must include pay or pay range information. New York’s Department of Labor says the rule covers remote positions, telecommuting, and work from home setups when the reporting line is in New York. Benefits can be mentioned, but they are not required inside the pay range.

The part people get wrong is the location test. The question is not only where the worker sits day to day. New York also looks at where the job reports. If the role is physically performed outside New York but reports to a supervisor, office, or other work site in New York, the posting still needs pay information. The Department of Labor says that rule includes remote positions.

The law went into effect on September 17, 2023. New York State Labor Law Section 194-B applies to businesses with four or more employees and requires job descriptions plus compensation ranges for covered job opportunities, promotions, and transfers. The Department of Labor also says the range can be a minimum and maximum annual salary or hourly compensation believed to be accurate at the time of posting.

Benefits do not replace the pay range. The state says the range should not include other forms of compensation or benefits connected to the opportunity. An employer may add benefit or compensation details, but only if it is clear those extras are not part of base wage. That means a posting can say health coverage, bonus eligibility, or retirement details, but it still needs the actual pay range.

A second mistake is assuming a single salary offer is enough because the budget is fixed. New York’s guidance points employers back to a range of pay, not just one number, for covered postings. If the role is commission-based, that also needs to be clearly stated. For remote jobs, the same rule applies when the job is tied to a New York reporting structure.

Another place people trip up is New York City. The state page notes that jobs performed in New York City may also be covered by the city’s pay transparency law. A posting can satisfy the state rule and still need a separate check for local rules, especially if the role is aimed at candidates in New York City.

For employers, the safe process is simple. First, decide whether the role reports into New York. Second, add a good-faith pay range before the job goes live. Third, keep benefits outside the range unless the posting clearly labels them as separate from base pay. If the company recruits through multiple sites, the same posting should still carry the pay range wherever the role appears.

If a posting is missing the range, the risk is not cosmetic. The state provides a complaint path for workers and prospective employees, and the attorney general also points to complaint options for pay transparency issues. That makes incomplete postings a compliance problem, not just a recruiting mistake.

For job seekers, the practical read is straightforward. If a remote job is anchored to New York, expect the posting to show pay. If it does not, ask before applying, because the employer may already be out of step with the state rule. If you are comparing offers, treat benefits as separate information, not as a substitute for the posted wage range.

If you are building hiring workflows or posting jobs for an app business, keep the checklists short and visible. DevConnect keeps that kind of operational work simple for builders who want to trade real testing and hiring help without friction: https://devconnectplatform.com. The New York rule is still the same, though, pay range first, benefits second.

FAQ

Do remote jobs outside New York need pay ranges if the manager is in New York? Yes. New York says a job physically performed outside the state still needs pay information when it reports to a supervisor, office, or other work site in New York.

Do employers have to list health insurance, retirement, or bonuses in the pay range? No. The state says the pay range should not include other compensation or benefits. Employers may list extra benefits separately if they make clear those items are not part of base pay.

Does every employer in New York have to comply? No. The Department of Labor says the law applies to New York State businesses with four or more employees.

Does this apply only to remote jobs? No. New York says it applies to jobs, promotions, and transfer opportunities that will be performed at least in part in New York, and it also reaches remote positions tied to a New York reporting structure.

Can an employer post just a single salary instead of a range? New York’s guidance focuses on a range of pay, and it allows a minimum and maximum annual salary or hourly compensation. Employers should not treat a lone number as a substitute for the required range.

Sources - New York State Department of Labor, Pay Transparency Act Frequently Asked Questions - New York State Department of Labor, Pay Transparency - New York State Department of Labor, Pay Transparency Law for Employers (P687) - New York State Department of Labor, Pay Transparency Law FAQs (P689) - New York Attorney General, Equal Pay - New York State Department of Labor, Pay Transparency Law (FARE Grant)