{"id":499098,"date":"2026-01-07T14:35:12","date_gmt":"2026-01-07T14:35:12","guid":{"rendered":"https:\/\/www.europesays.com\/us\/499098\/"},"modified":"2026-01-07T14:35:12","modified_gmt":"2026-01-07T14:35:12","slug":"new-york-city-adopts-pay-reporting-requirements-for-large-employers-employee-rights-labour-relations","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/us\/499098\/","title":{"rendered":"New York City Adopts Pay Reporting Requirements For Large Employers &#8211; Employee Rights\/ Labour Relations"},"content":{"rendered":"<p>    <a class=\"companyIcon\" href=\"https:\/\/www.mondaq.com\/company\/18939\/lewis-brisbois-bisgaard-smith-llp\" target=\"_blank\" rel=\"noopener\">&#13;<\/p>\n<p>LB<\/p>\n<p>&#13;<\/p>\n<p>Lewis Brisbois Bisgaard &amp; Smith LLP<\/p>\n<p>&#13;<br \/>\n    <\/a><\/p>\n<p>        More<\/p>\n<p>&#13;<br \/>\n    &#13;<\/p>\n<p>                    <a class=\"contributorPanel-action\" title=\"Click to View Lewis Brisbois Bisgaard &amp; Smith LLP website\" data-company-id=\"18939\" data-location=\"articlefirmlogo\" data-content-id=\"1727766\" data-company-name=\"Lewis Brisbois Bisgaard &amp; Smith LLP\" data-rdr=\"true\">&#13;<br \/>\n                        <img loading=\"lazy\" decoding=\"async\" alt=\"Lewis Brisbois Bisgaard &amp; Smith LLP logo\" src=\"https:\/\/www.europesays.com\/us\/wp-content\/uploads\/2026\/01\/18939.webp.webp\" width=\"200\" height=\"69\"\/>&#13;<br \/>\n                    <\/a><\/p>\n<p>&#13;<br \/>\nFounded in 1979 by seven lawyers from a premier Los Angeles firm, Lewis Brisbois has grown to include nearly 1,400 attorneys in 50 offices in 27 states, and dedicates itself to more than 40 legal practice areas for clients of all sizes in every major industry.        <\/p>\n<p>    &#13;<\/p>\n<p>&#13;<br \/>\n        The New York City Council has overridden Mayor Eric Adams&#8217; veto of two pay reporting bills. Large employers operating in New York City will soon be required to adhere to onerous new pay reporting requirements.&#13;\n    <\/p>\n<p>&#13;<br \/>\n            United States&#13;<br \/>\n            New York&#13;<br \/>\n            Employment and HR&#13;\n    <\/p>\n<p>&#13;<br \/>\n            To print this article, all you need is to be registered or login on Mondaq.com.&#13;\n    <\/p>\n<p>        Article Insights<\/p>\n<p>Lewis Brisbois Bisgaard &amp; Smith LLP are most popular: <\/p>\n<ul>&#13;<\/p>\n<li>within Cannabis &amp; Hemp, Immigration and Real Estate and Construction topic(s)<\/li>\n<p>&#13;<\/p>\n<li>with readers working within the Consumer Industries, Environment &amp; Waste Management and Insurance industries<\/li>\n<p>&#13;\n                    <\/ul>\n<p>The New York City Council has overridden Mayor Eric Adams&#8217;&#13;<br \/>\nveto of two pay reporting bills. Large employers operating in New&#13;<br \/>\nYork City will soon be required to adhere to onerous new pay&#13;<br \/>\nreporting requirements. The stated purpose of the law is to promote&#13;<br \/>\nwage transparency and to identify perceived pay disparities based&#13;<br \/>\non race and gender. As a result, employers will face challenges as&#13;<br \/>\nto compliance and data integrity issues. Also, employers must&#13;<br \/>\nanticipate that aggregated pay date will inform public pay equity&#13;<br \/>\nanalysis that the new Mamdani administration may pursue to further&#13;<br \/>\nits policy priorities.<\/p>\n<p>The new ordinances apply to private employers with more than 200&#13;<br \/>\nemployees working in New York City. Once implementation is&#13;<br \/>\ncomplete, covered employers will be required to submit annual pay&#13;<br \/>\ndata reports containing compensation information, as well as&#13;<br \/>\ndemographic and occupational data, for their New York City&#13;<br \/>\nworkforce. The reporting structure is expected to be modeled after&#13;<br \/>\nthe federal Component 2 EEO-1 pay data reports that were previously&#13;<br \/>\nrequired by\u00a0the EEOC for the 2017 and 2018 reporting&#13;<br \/>\nperiods.<\/p>\n<p>Implementation Timeline and Agency Authority<\/p>\n<p>The legislation does not impose immediate reporting obligations.&#13;<br \/>\nInstead, it establishes a timeline:<\/p>\n<ul>&#13;<\/p>\n<li>By December 4, 2026, the Mayor must designate a city agency to&#13;<br \/>\nadminister the law and conduct a pay equity study of the private&#13;<br \/>\nworkforce.<\/li>\n<p>&#13;<br \/>\n&#13;<\/p>\n<li>Within one year of designation, that agency must develop a&#13;<br \/>\nstandardized, fillable reporting form and establish submission&#13;<br \/>\nprocedures.<\/li>\n<p>&#13;<br \/>\n&#13;<\/p>\n<li>Employer reporting deadlines must begin within 12 months after&#13;<br \/>\nthe standardized form is finalized and published and will recur&#13;<br \/>\nannually thereafter.<\/li>\n<p>&#13;\n<\/ul>\n<p>Pay data will be submitted anonymously through the standardized&#13;<br \/>\nform. However, employers must also separately submit a signed&#13;<br \/>\ncertification identifying the employer and attesting to the&#13;<br \/>\naccuracy of the reported information. The designated agency is&#13;<br \/>\ngranted broad authority to modify reporting requirements over time,&#13;<br \/>\nincluding the ability to introduce reporting options that account&#13;<br \/>\nfor different gender identities.<\/p>\n<p>Enforcement and Penalties<\/p>\n<p>The designated agency is required to publish annually a list of&#13;<br \/>\nemployers that fail to comply with the reporting requirements.&#13;<br \/>\nBefore an employer may be publicly identified, however, the agency&#13;<br \/>\nmust issue a written warning and provide a 30-day cure period.<\/p>\n<p>If an employer fails to comply within that period, the agency&#13;<br \/>\nmay impose a civil penalty of $1,000. Subsequent violations may&#13;<br \/>\nresult in penalties of up to $5,000.<\/p>\n<p>Key Takeaways for Employers<\/p>\n<p>Although reporting obligations will not take effect until the&#13;<br \/>\nagency finalizes the reporting framework, covered employers should&#13;<br \/>\nevaluate their data-collection systems to ensure they are in a&#13;<br \/>\nposition to accurately track pay, demographic and occupational&#13;<br \/>\ninformation and report same when these requirements become&#13;<br \/>\neffective.<\/p>\n<p>The content of this article is intended to provide a general&#13;<br \/>\nguide to the subject matter. Specialist advice should be sought&#13;<br \/>\nabout your specific circumstances.<\/p>\n<p>                    <a href=\"https:\/\/www.mondaq.com\/home\/redirect\/original\/1727766?location=sourceoriginal\" target=\"_blank\" rel=\"noopener\"> [View Source] <\/a><\/p>\n","protected":false},"excerpt":{"rendered":"&#13; LB &#13; Lewis Brisbois Bisgaard &amp; Smith LLP &#13; More &#13; &#13; &#13; &#13; &#13; Founded in&hellip;\n","protected":false},"author":3,"featured_media":47019,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5122],"tags":[5229,405,403,5226,5225,5228,5227,67,586,132,5230,68,2969],"class_list":{"0":"post-499098","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-new-york","8":"tag-america","9":"tag-new-york","10":"tag-new-york-city","11":"tag-newyork","12":"tag-newyorkcity","13":"tag-ny","14":"tag-nyc","15":"tag-united-states","16":"tag-united-states-of-america","17":"tag-unitedstates","18":"tag-unitedstatesofamerica","19":"tag-us","20":"tag-usa"},"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@us\/115854319674383549","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/499098","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/comments?post=499098"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/499098\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media\/47019"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media?parent=499098"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/categories?post=499098"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/tags?post=499098"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}