A group representing New York City’s business sector has voiced concerns over new city council proposals aimed at companies, arguing these will impose unnecessary burdens and extra costs when job postings are made.
The legislation, put forth by Queens Councillor Selevena Brooks Powers, extends far beyond a previous law implemented in 2022, which mandated businesses to specify salary ranges in job postings to help address the gender pay gap.
The new proposal, titled Intro 808-B, would require employers to justify any salary offers made outside the established wage ranges for job applicants, mandating that they retain these records for three years.
“New York already has one of the most regulated business climates and an expensive litigation landscape,” a business advocate wrote in a letter to the council on August 4, as reported.
“Imposing further legal and regulatory obstacles, regardless of their repercussions for employers, could seriously impact the city’s economic activity.”
In addition to detailing job descriptions, the Act mandates that companies disclose information about promotional opportunities, relocation options, and benefits connected to gig positions.
Compensation details must also include bonuses, benefits, stock options, and other forms of ownership.
The bill stipulates that employers must provide compensation information to current employees on an annual basis, as well as upon request for roles that are comparable to what they currently hold.
“Many small businesses lack formal job descriptions, and in sectors like restaurants, employees often juggle multiple roles based on day-to-day needs,” the letter noted.
“It’s unclear how these measures will effectively address gender pay disparities,” the response continued.
“All these requirements are practically unfeasible without HR professionals or legal advisors, which many small businesses simply can’t afford to retain.”
This letter was backed by various groups, including the Chamber of Commerce, NYC Partnership, NYS Restaurant Association, New York State Hotel Association, and others.
Sources indicate that non-profit employers also oppose the bill, describing it as a separate, unfunded government initiative.
The council is slated to vote on this law on August 26, as per insider information.
Brooks Powers is standing by the bill and plans to proceed after gathering feedback from the business community.
“We’ve spent recent months refining it with a diverse array of stakeholders, working on referral 808. Our aim has always been balance—improving fairness in worker salaries while also enabling companies of all sizes to implement the bill effectively,” Brooks Powers stated.
“We’ve made numerous amendments in response to concerns expressed by the business sector, with the latest version including specific provisions to aid compliance for small and medium-sized businesses.”
She emphasized that the legislation builds on the existing wage transparency law and aims to tackle persistent racial and gender wage gaps in the economy.
Councillors expressed appreciation for New York City’s collaborative approach and engaged various stakeholders in discussions to gather insights from the business sector, reaffirming their support.
“We’re proud of the careful and collaborative process that led us here, and we remain committed to advancing this bill,” Brooks Powers concluded.
