Overview
- Employers with 200 or more New York City employees would file annual pay reports modeled on the EEOC’s EEO‑1 Component 2, with possible added gender identity options and space for explanatory remarks.
- The measures set phased deadlines: the mayor designates a collecting agency within one year of enactment, that agency creates a standardized electronic form within the next year, and employers file within a year after the form is published, with some reports potentially starting in 2026 per industry reporting.
- Covered employers must submit a separate signed statement attesting to the report’s accuracy; the report may be filed anonymously, but the attestation must identify the employer.
- Enforcement emphasizes notice and cure with a 30‑day grace period, a $1,000 civil penalty for a first uncured violation, $5,000 for subsequent offenses, and annual publication of a noncompliance list.
- A designated city agency, working with the Commission on Gender Equity, would conduct a pay equity study within a year of the first filings and publish aggregated findings that protect employer and employee identities.