Quick Summary
If you are hiring a Marketing Manager in New York, you are required by S9427A (State) + NYC Local Law 32 to disclose a salary range, a job description in the job posting. This applies to employers with 4+ employees, including remote positions that could be filled by New York residents. Failure to comply can result in fines of Up to $1,000 first violation; $5,000 subsequent; NYC up to $250,000.
What Does New York Law Require?
Under S9427A (State) + NYC Local Law 32, effective September 17, 2023, employers posting Marketing Manager positions in New York must include specific compensation disclosures. Here is exactly what the law mandates:
Compliance Checklist for Marketing Manager Postings in New York
Why Marketing Manager Roles Are Especially at Risk
Marketing roles increasingly allow remote work, creating compliance obligations in states where the company has no physical presence. Job boards often syndicate these postings nationally, triggering multi-state requirements.
The typical salary range for a Marketing Manager is $80,000 - $150,000, though this varies significantly by seniority, location, and company size. New York law requires that your posted range reflect a good-faith estimate of what you actually expect to pay - not an artificially wide band designed to technically comply.
Penalties and Enforcement
Non-compliance carries real financial consequences. New York penalties for failing to include required salary information in your Marketing Manager posting include:
Fine Exposure
Up to $1,000 first violation; $5,000 subsequent; NYC up to $250,000
New York has an unusually low threshold of only 4 employees, catching small businesses and startups. NYC retains its own penalty structure with fines up to $250,000, making it one of the most expensive jurisdictions for non-compliance.
Remote Marketing Manager Roles and New York Compliance
If your Marketing Manager position is listed as "Remote" or "Remote - US" and you do not explicitly exclude New York from the job listing, you must comply with New York salary transparency law. This is true even if your company has no physical presence in New York.
Marketing roles like Marketing Manager are frequently posted as remote-eligible, which means many employers unknowingly trigger New York compliance requirements. The safest approach is to include New York-compliant salary disclosures in all remote postings, or to explicitly restrict hiring to states where you are not subject to transparency mandates.
How to Make Your Marketing Manager Posting Compliant
Compliance is straightforward when you know what to include. Follow these steps:
- Determine your pay range. Set a realistic minimum and maximum for the Marketing Manager role based on market data and internal pay bands.
- Include the range in the posting. State the range clearly - such as "$X - $Y annually" or "$X - $Y per hour." Avoid vague language like "competitive salary."
- Run a compliance check. Use our free compliance checker to verify your posting meets New York requirements before publishing.
Verify Your Marketing Manager Posting Now
Paste your job posting and instantly see if it meets New York requirements.
Helpful Resources
-
New York Salary Transparency Law - Full Guide
Deep dive into S9427A (State) + NYC Local Law 32 requirements, examples, and penalties.
-
The Hidden Costs of Non-Compliance in 2026
Understand the shift towards aggressive audits and pay equity litigation.
-
All State Laws - Quick Reference
Compare salary transparency requirements across all active jurisdictions.