{"id":10849,"date":"2025-10-14T11:40:45","date_gmt":"2025-10-14T16:40:45","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=10849"},"modified":"2026-02-04T12:14:05","modified_gmt":"2026-02-04T17:14:05","slug":"new-york-city-council-passes-pay-data-reporting-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/new-york-city-council-passes-pay-data-reporting-law\/","title":{"rendered":"New York City Council passes pay data reporting law"},"content":{"rendered":"\n
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by Emily Scace<\/strong>, JD<\/strong>, Brightmine Senior Legal Editor<\/p>\n<\/div>\n\n\n\n

As a result of a recently passed bill aimed at improving pay equity and wage transparency<\/a>, large employers in New York City may soon be required to submit pay and demographic information to the city.<\/p>\n\n\n\n

The bill, Int. 982-A<\/a>, now goes to Mayor Eric Adams, who has 30 days to sign or veto it. If he does neither, the bill will become law without his signature.<\/p>\n\n\n\n

If enacted, the bill would require private employers with 200 or more employees in New York City to submit pay, demographic and job category information to a designated city agency on an annual basis. Employers would have the option to submit the information anonymously.<\/p>\n\n\n\n

When enforcement begins<\/h2>\n\n\n\n

Specific compliance dates are not identified in the bill, but employers likely have some time to prepare. Pay data reporting would not begin until:<\/p>\n\n\n\n