Council Member Tiffany Cabán and Majority Leader Amanda Farías’s Historic Pay Equity Package Passes the NY City Council with Veto-Proof Supermajorities
October 9, 2025
Int 982-2024 (Cabán) and Int-984-2024 (Farías) passed at the Council’s Stated Meeting on October 9, 2025 with veto-proof supermajorities. These bills comprise a sweeping legislative package designed to close wage gaps, foster salary transparency, and advance equal pay in New York City. Recognizing this urgent need, the Council Members developed their bills in parallel and made a joint commitment to advance them together—co–prime sponsoring one another’s legislation to deliver lasting structural change for working New Yorkers. The package establishes the most comprehensive local system in the nation for analyzing, publishing, and addressing pay disparities across the private sector. In Europe and the UK, similar reporting policies have been proven to reduce the gender pay gap by up to 18%. A study on Danish legislation requiring internal pay reporting found that it reduced the gender pay gap by 13%.
Under Introduction 982, large corporations — defined as companies with 200 or more employees — must compile annual pay reports using the Equal Employment Opportunity Commission’s EEO-1 Component 2 categories and submit them to a city agency designated by the Mayor. Within the first year of enactment, the Mayor must select that agency, which will then build a standardized electronic submission system within the following year. One year later, companies will submit their first reports, which must be complete, certified for accuracy, and may include explanatory remarks. Importantly, the law preserves confidentiality for employees while requiring companies to attest to the accuracy of their submissions. Employers who fail to comply will face a tiered enforcement system, including written warnings, fines of up to $5,000, and annual public disclosure on a city website of those who refuse to comply.
Introduction 984 builds on this reporting foundation by requiring the designated agency, in collaboration with the Commission on Gender Equity and other relevant agencies, to conduct an annual pay equity study. Within one year of receiving employer reports, the city must analyze whether disparities in compensation exist by gender, race, and ethnicity, identify industries where inequities are most prevalent, and track trends in occupational segregation. Within six months of completing the study, the findings and recommendations must be delivered to the Mayor and the Speaker of the City Council, published online, and made available to the public. The published reports will include aggregated data that protects individual employee identities while exposing industry-wide inequities and recommending concrete employer action plans.
Together, these bills create a system of accountability: companies must provide accurate pay data; the city will study and publish results; and industries and employers will be expected to respond to recommendations. Over a four-and-a-half year rollout period, the city will establish the infrastructure for this reporting and analysis cycle, after which the process will repeat annually, ensuring ongoing oversight and progress toward wage equity.
“Injustice persists when it’s allowed to hide in the shadows. With this historic pay equity package, we’re pulling back the curtain. By requiring large employers to report pay data and by mandating rigorous, public analysis, we’re giving policymakers the information needed to close wage gaps at their root. These bills are about accountability and equity for New Yorkers, especially the women and people of color who have been underpaid and undervalued for generations. When we shine a light on inequity, we create the conditions to end it,” said Council Member Tiffany Cabán.
“Every dollar a woman is denied is a dollar taken from her family, her community, and her future. This week marks Latina Equal Pay Day — a reminder that, even in 2025, too many women, especially women of color, are still paid less for the same work. For Latinas, that gap means working nearly an entire extra year just to earn what white, non-Hispanic men made the year before.
With this legislation, New York City is leading the nation by ensuring inequities are measured, studied, corrected, and enforced,” said Majority Leader Amanda Farías. “By requiring employers to report pay data, mandating an annual citywide pay equity study, and publishing public recommendations, we are ensuring that transparency leads to action — and that women and historically marginalized groups are finally paid what they deserve.”
“The unacceptable wage gap for Latinas and other groups calls for concrete interventions like requiring companies to report equal pay data, as mandated by Intros 982 and 984. This best practice in Europe and countries around the world has helped uncover and remedy disparities. Thank you to NYC Council Member Tiffany Cabán for pushing these laws forward, and to NYC Council Majority Leader Amanda Farias for championing wage equity for all workers and for advancing bold solutions to close the gender and racial wage and opportunity gaps,” said Beverly Neufeld, President, PowHer New York.
“Latina women in New York City earn less than half of what white men do—a stark reminder that pay inequity is both a gender and racial justice issue. The Community Service Society of New York strongly supports Intro 982 and 984 because they take the burden of uncovering wage disparities off individual workers and place responsibility where it belongs—on employers. As an organization dedicated to advancing economic security for everyday New Yorkers, we see these bills as critical tools to make our city’s workplaces fairer and more transparent,” said David R. Jones, CEO and President of the Community Service Society of New York.
“At 54 cents to the dollar, the pay gap for Latinas should serve as an urgent call to action to correct a discriminatory economy that grossly devalues the work of women of color. Under the leadership of Majority Leader Farías and Council Member Cabán, we have an opportunity to answer that call by enacting Intros 982 and 984. Together, these bills advance equity through transparency: establishing an employer reporting system that will identify disparities, highlight the worst industries, and capture trends in occupational segregation. This type of reporting not only delivers critical data on the pay gap, it fuels greater employer accountability by requiring employers to compile and, thus, confront internal pay disparities,” said Seher Khawaja, Director of Economic Justice & Deputy Legal Director of Legal Momentum.
“New York’s wage gap remains a stark reflection of gender and racial inequities—affecting women across race, age, and education, and hitting women of color hardest. Our Unequal Ground report shows that for every dollar earned by a white man, white women earn 86 cents, Asian women 72 cents, Black women 57 cents, and Hispanic/Latina women just 54 cents. To close these gaps, we must raise wages for childcare workers, strengthen tax credits for low-income families, and enforce stronger wage transparency laws. More than 60 years after the Equal Pay Act, women still earn less than men in nearly every field. Pay equity isn’t just an economic issue—it’s a matter of justice and civic participation,” said Sharon Sewell-Fairman, President of Women Creating Change.
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