New York Assembly Bill A06292

New York 2025-2026 Regular Session

• Introduced: 3/3/25
• Refer: 3/3/25
• Refer: 1/7/26
• Report Pass: 1/21/26
• Refer: 1/21/26
• Report Pass: 3/10/26

Caption

Requires certain mandatory disclosures for printed or digital job advertisements by an employer or third-party job posting entity; provides for the imposition of a fine of $2,500 for violations.

Summary

A06292 would amend New York labor law to require certain employers and third-party job posting entities to include mandatory disclosures in printed and digital job advertisements about when a position is expected to be filled. For employers with at least 100 employees, postings would need to specify whether the job is a current vacancy expected to be filled within 90 days, a vacancy expected to be filled no sooner than a stated date, or not a current vacancy at all but a future opportunity for resume collection. The bill also requires employers and job posting platforms to remove advertisements within two weeks after a position is filled, and to notify third-party posting entities when they know a job has been filled. The Department of Labor would be authorized to audit compliance, receive complaints from aggrieved persons, and enforce the law through escalating civil fines starting at $2,500 per posting and increasing to $5,000 if not corrected within 30 days, with additional doubling penalties for continued violations. The commissioner could also adopt implementing regulations, and the act would take effect immediately.

Impact

This bill would add a new section 219-b to the Labor Law and create a new disclosure and enforcement regime for job advertisements in New York. It would apply to private employers with 100 or more employees and to third-party job posting entities, while excluding the state, public authorities, and other governmental entities. The measure would impose new compliance obligations on employers and online job boards, require prompt removal of stale postings, and give the Department of Labor audit and penalty authority over violations.

Sentiment

The available voting history suggests the bill has generally favorable support in committee, with both the Assembly Labor Committee and Assembly Codes Committee advancing it by clear margins. That pattern indicates the proposal is viewed positively by many members as a consumer- and worker-protection measure aimed at improving transparency in hiring. No committee transcript is available here, so the record does not show detailed floor debate or public testimony.

Contention

The main points of contention likely concern the burden on employers and job platforms, especially the requirement to predict and publicly state hiring timelines and to police stale postings across multiple digital platforms. Opponents may also object to the size and escalation of the fines, the Department of Labor’s audit authority, and the practical difficulty of determining when a posting is truly a current vacancy versus a future pipeline posting. Supporters, by contrast, appear to favor the bill as a way to curb misleading or expired job ads and improve honesty in the labor market.