New York
TLDR: NEW YORKâNew York lawmakers passed a bill that would make ghost job postings illegal. If Hochul signs it, companies with 100 or more employees and job platforms must disclose hiring timing or face escalating fines.
Key Takeaways:
- New York is tackling ghost jobs, listings that stay up while employers stop reviewing applications or never intend to hire.
- Under the bill, employers must flag whether a job will be filled within 90 days, and remove postings within two weeks of hiring someone.
- Fines start at $2,500 per noncompliant post and double if listings lag beyond 30 days, pushing companies toward real hiring timelines.
- Example disclosures include all caps bold hiring intent, a stated projected timeframe, or a clear note that listings collect resumes for future openings.
Job seekers already live on silence, so this law tries to turn it into paperwork. If enforcement bites, âpipelineâ talk may finally come with dates, not vibes.
Job seekers already live on silence, so this law tries to turn it into paperwork. If enforcement bites, âpipelineâ talk may finally come with dates, not vibes.
Q&A
If a company plans to hire in more than 90 days, how will it avoid misleading applicants while staying compliant?
The bill still requires a projected hiring timeframe even when near term hiring is unlikely, so employers may need tighter forecasting or clearer uncertainty language to avoid repeating old patterns.
What happens to third party job platforms if employers rarely update listings, but the platform controls the posting lifetime?
The bill explicitly includes platforms that post jobs, so they may face audits and stricter removal obligations, changing how platforms handle stale employer feeds.
Could this push companies toward fewer postings instead of better ones?
Yes. Employers may reduce âalways onâ listings to avoid fines, which could cut ghost postings but also limit the number of visible openings for workers.
How does the bill interact with existing pay transparency rules that already face patchy enforcement?
The core difference is financial teeth and escalating penalties tied to posting removal timing, which could overcome the compliance gaps seen with salary range requirements.
What early indicators should job seekers watch for after the law takes effect?
Look for all caps bold hiring intent and a concrete within 90 days status, plus whether listings disappear promptly after a hire, since delays could signal the old game still running.
No comments yet. Be the first to share your thoughts!