With November 1, 2022 fast approaching, we take this opportunity to remind New York City employers of two significant legal changes taking effect next week.  

First, New York City’s pay transparency law takes effect November 1. As discussed in our previous Client Alert, employers seeking applicants for jobs that will be performed in New York City, whether from an office, in the field or remotely, must include the minimum and maximum base hourly or salary rate of pay for the position in the job posting. Employers should take steps to comply with these requirements as soon as possible.

Second, New York City’s private employer COVID-19 vaccination mandate will be lifted on November 1, meaning the City will no longer require employees of private employers working in New York City to be fully vaccinated against COVID-19 to report for in-person work. Employers may continue to implement mandatory vaccination policies, and can refer to the terms of the City’s mandate for guidance. However, employers that choose to do so will have more flexibility in providing reasonable accommodations for employees with medical conditions or sincerely-held religious beliefs who cannot get vaccinated, or to eliminate the vaccination requirement entirely. Employers should review their existing COVID-19 vaccination policies and procedures and revise as may be appropriate. Please refer to our previous Client Alert for more information.

Employers with questions or concerns regarding this new legal landscape are encouraged to consult with counsel.

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If you have questions or would like additional information, please contact our Labor & Employment attorneys or the primary EGS attorney with whom you work.