By. Ty Hyderally, Esq. and Kenny Delgado

October 29, 2025

New York City continues to seek out ways to create a more equitable workplace for all of its residents and workers. Just this month the City Council passed two bills, Int. No. 982-A and Int. No. 984-A, which would require larger employers with 200 or more employees, who are working in New York City, to report demographic, occupational, and pay data to a designated agency. The goal is to create wage transparency across New York City’s many employers and also try to promote greater workplace diversity.

The first bill, Int. No. 982-A, mandates that an agency be designated to spearhead the creation of a standardized form for employers to submit pay reports of their employees. This form should include demographic information required by the Equal Employment Opportunity Commission’s reporting forms but does not need to be limited to those designations. The agency will be authorized to include more inclusive gender identities along with the usual designations for race, ethnicity and gender. Employers will also be required to submit certifications to guarantee the accuracy of their reports to the agency.

The bill further includes civil penalties based on noncompliance with the reporting mandate. Notices of noncompliance will be sent to businesses failing to comply with the agency’s regulations. The bill currently provides a set time period of one year for the agency to establish a standardized form.  Once that form is established, employers will have to submit the form annually via a fillable electronic form.

The second bill, Int. No. 984-A, requires that the information gathered be used to conduct a pay equity study which must be published on the agency’s website. The bills allows for the information to be presented in a manner where the identities of employees and employers are protected.  However, the bill does allow for the agency to publish the name of noncompliant employers.

The bills are likely to become law, as they passed with such an overwhelming majority, that even if Eric Adams opposed the bills, the council could override a veto attempt from the Mayor’s office.

With these new bills, New York City remains at the forefront of protecting employees and trying to minimize discrimination and unfair labor practices in the workplace. The intricate web of local law, State Law, and Federal law can be difficult to navigate — especially in New York City. If you find yourself lost or unsure of the proper way to proceed in your search for workplace justice or if you have any questions regarding your rights as an employee, you should seek out an experienced attorney who concentrates in employment law. Our firm has been concentrating in employment law for over twenty-two (22) years!

En nuestra firma hablamos español. This blog is for informational purposes only. It does not constitute legal advice and may not reasonably be relied upon as such. If you face a legal issue, you should consult a qualified attorney for independent legal advice about your particular set of facts. This blog may constitute attorney advertising. This blog is not intended to communicate with anyone in a state or other jurisdiction where such a blog may fail to comply with all laws and ethical rules of that state or jurisdiction.