New York Remote Jobs: Salary Info Required?

Do remote jobs that can be done in New York still need salary information in the posting

Yes. New York requires salary or pay-range disclosure for remote jobs when the role is tied to a New York supervisor, office, or other New York worksite, even if the person works from home outside the state. The New York State Department of Labor says remote positions are covered in that situation.

The part people get wrong is location. The rule is not limited to jobs physically sitting inside an office in New York. It also reaches work performed outside New York when the reporting line points back to New York, and the state guidance names remote positions directly. That makes the reporting structure as important as the employee’s desk location.

The basic state rule applies to employers with four or more employees and covers jobs, promotions, and transfer opportunities that will be performed, at least in part, in New York. The Department of Labor also says the posting must include a salary, hourly rate, or range of pay that the employer believes in good faith is accurate at the time of posting.

A remote job does not escape the rule just because the employee works from home. If the position reports to a New York supervisor, office, or worksite, the pay range belongs in the posting. If the company is outside New York and the role can be done remotely from anywhere, and there is no New York supervisor, office, or worksite in the chain, the state guidance says the New York law does not require a pay range.

That distinction is inconvenient, but it is the one that matters. A recruiter who writes “remote” without checking reporting lines can still publish a covered posting. A founder who assumes “not in the office” means “not in New York” can miss the rule. The safer workflow is to ask two questions before posting: where does the job report, and where is the worksite in the chain of command

New York City has its own salary transparency law too. City guidance says any advertisement for a job, promotion, or transfer opportunity within New York City is covered, and the city’s factsheet says employers advertising jobs in New York City must include a good-faith salary range. City guidance also says the law can cover roles outside the city if they are performed in New York City.

That means a remote posting can trigger both layers at once. A New York State posting may need a salary range because the role reports into New York, and a New York City posting may need one because the job is advertised for work in the city. Employers should check both the state rule and the city rule before publishing the ad.

The practical check is simple. If the posting could reasonably be read as open to work connected to New York, put the pay information in the first version of the ad, not as an afterthought. If the role is fully remote and truly outside New York’s reporting chain, the state guidance says the salary range requirement does not apply under the New York State law.

For teams publishing jobs on a site or board, the rule still follows the ad. The Department of Labor says employers are responsible for complying when a third party posts the opportunity on their behalf. Scraped reposts without consent are treated differently, but an employer that authorizes the posting cannot rely on the platform to fill in the missing range later.

If you are building hiring flows or a job board, the safest pattern is to require salary data before the post goes live for any role that could touch New York. That is the same kind of discipline DevConnect uses for structured listings: collect the required field up front, then publish. For a public example of a structured listing workflow, see https://devconnectplatform.com.

What happens when it goes wrong is usually not subtle. The posting looks complete to the team that wrote it, but it is incomplete under the state or city rule. The usual fix is to update the ad, but the better fix is to make salary disclosure a required field whenever the role is tied to New York in the reporting chain.

If you want the short rule, use this: remote does not automatically mean exempt. When a remote role reports into New York, include the salary or pay range in the posting. When it does not, New York State guidance says the state law does not require the range, but New York City rules may still apply if the job is advertised for work in the city.