Job hunting in New York: pay ranges and at-will jobs

New York makes employers tell you the pay before you apply. It doesn't make them give you four weeks' leave, super or a notice period. Know both sides before you sign.

The short version

Since November 2022, almost every job ad for work done in New York City must show a good-faith minimum and maximum salary [1]. A statewide law has applied since September 2023 [2].
Most private jobs are at-will: your employer doesn't need good cause to let you go, and you don't need to give notice either [3].
US law doesn't require paid annual leave or public holidays [4]. New York City does require paid safe and sick time, plus a new 32-hour bank of unpaid protected time from 2026 [5].
Read an offer as a package: base salary, health insurance, 401(k) match, PTO and bonus. The range in the ad covers base pay only [1].
If you're on an E-3, your employer must file a Labor Condition Application with the US Department of Labor before you can start [6].

The salary range in the ad: how to use it

What the law says

New York City's salary transparency law covers employers with four or more employees, as long as at least one of them works in the city [1]. Any written ad for a job, promotion or transfer that will be done in New York City, even partly or remotely, must give a minimum and maximum salary the employer believes in good faith it's willing to pay [1]. Ranges can't be open-ended, like "from US$90,000" [1].

The range is base pay only. Bonuses, commissions, stock, benefits and overtime don't have to be included, though some employers add them [1].

New York State's own pay transparency law has applied since 17 September 2023 to employers with four or more staff, for jobs done at least partly in the state [2].

How to use it as an Australian

Australian job ads often say "attractive package" and leave you guessing. In New York you start the conversation with a number. Use it:

Aim for the middle or upper half. The range is meant to be genuine, so a strong candidate shouldn't be offered the bottom of it.
Compare like with like. A US$140,000 base in New York isn't comparable to A$140,000 plus 12% super in Sydney. Add up health premiums, retirement match and leave first.
Watch for very wide ranges. A range spanning tens of thousands of dollars is legal if it's in good faith, but ask which level of seniority sits where.
Report a missing range. You can file a complaint or an anonymous tip with the NYC Commission on Human Rights on (212) 416-0197 [1]. Uncured or repeat breaches can attract penalties of up to US$250,000 [1].

At-will employment: the big cultural shift

In Australia, the Fair Work system gives most employees notice periods, unfair dismissal protection after a qualifying period, and redundancy pay. New York is different.

If you work in the private sector, your employer is not required to have good cause to fire you [3]. The main exceptions are union contracts, individual written contracts that limit firing, and firings for illegal reasons such as discrimination, whistleblowing or retaliation [3]. When you leave, you're owed outstanding wages by the next regular payday [3]. Big employers planning mass layoffs or closures must give at least 90 days' notice under New York's WARN Act [3].

It cuts both ways. You can resign on the spot too, though two weeks' notice is the professional norm.

What this means for you:

Negotiate severance up front if you're senior or relocating. A written clause is the only way to guarantee it.
Keep a cash buffer. Three to six months of expenses is more important here than at home.
Know your visa clock. If you're on an E-3 and lose your job, there's generally a grace period of up to 60 days to find a new sponsor, change status or leave. Speak to an immigration lawyer straight away.

Reading a US offer letter

The offer will look thinner than an Australian contract and leave more to the employee handbook. Here's how the pieces compare.

Item	Typical New York offer	Australian equivalent
Base salary	Annual figure, paid fortnightly or twice monthly	Annual salary, often quoted plus super
Retirement	401(k): you choose to contribute from pre-tax pay; many employers match a percentage	Compulsory employer super guarantee
Health insurance	Employer plan; you pay part of the premium, plus deductibles and co-pays	Medicare, with optional private cover
Paid time off (PTO)	Set by employer policy; no federal minimum [4]	Four weeks' annual leave under the National Employment Standards
Sick time	NYC minimum of 40 or 56 paid hours a year depending on employer size [5]	10 days' personal/carer's leave
Public holidays	Set by employer; not legally required to be paid [4]	Paid public holidays
Bonus and equity	Common in finance and tech; often discretionary	Varies
Notice	None required either way unless written in	Set by Fair Work or contract

Things to ask before you accept

What's the total cost of the health plan to me? Ask for the premium per pay period, the deductible and the out-of-pocket maximum. A cheaper plan can cost far more if you need care.
When does health cover start? Some plans start on day one, others after a waiting period. Plan cover for the gap.
What's the 401(k) match and vesting schedule? A match that vests over several years is worth less if you plan to go home in two.
How much PTO, and does it roll over? Ask whether public holidays are on top, and whether unused PTO is paid out when you leave.
Is the bonus guaranteed or discretionary? Get the target percentage in writing.
Will you sponsor my visa and cover the legal fees? For an E-3 renewal every two years, too.
Can I start remotely, or on a later date? Useful if you're still waiting for a visa appointment in Sydney or Melbourne.

Leave law that does apply in New York City

New York City's Protected Time Off Law gives you paid safe and sick time. You earn one hour for every 30 hours worked, up to 40 hours a year at employers with fewer than 100 staff and 56 hours at those with 100 or more [5]. As of 22 February 2026, employers must also give you 32 hours of unpaid protected time off at the start of employment and each calendar year, plus a separate 20-hour bank of paid prenatal leave [5].

That's still well short of an Australian employment package, so treat PTO as something to negotiate.

The E-3 step: what your employer has to do

The E-3 is the visa most Australians use to work in New York. It's capped at 10,500 places a year, for jobs that need at least a bachelor's degree or equivalent in a specific field [6].

Before you can apply for the visa, your employer files a Labor Condition Application (Form ETA-9035) with the US Department of Labor [6]. Under it, the employer must [6]:

Pay at least the required wage rate for the job and location
Give you the same working conditions and benefits as similar US employees
Notify existing staff in the same occupation that it intends to hire an E-3 worker
Give you a copy of the certified LCA and keep a public access file
Reimburse work-related expenses, and not charge you a penalty for leaving early

An LCA covers up to two years. Renewing your E-3 means a new LCA [6].

Many New York employers have never hired on an E-3. Explain that it's quicker and cheaper than an H-1B, there's no lottery, and the employer doesn't file a petition with USCIS for a first application from Australia. Point HR to the Department of Labor fact sheet. Our guide to moving to New York from Australia covers the visa interview side.

Your résumé: shorter, sharper, no photo

A US résumé isn't an Australian CV with the spelling changed.

One page for early career, two at most for senior roles
No photo, date of birth or marital status. US anti-discrimination law makes employers wary of them
Lead with numbers: revenue, users, budgets, time saved
Convert Australian terms: "Year 12" becomes high school; a "TAFE diploma" needs a short explanation; spell out ASX, Big Four bank names and Australian regulators the first time
Referees on request, not on the page
Add your visa status in a line: "Australian citizen, eligible for E-3 visa sponsorship". It answers HR's first question

LinkedIn matters even more than at home. Recruiters in finance, tech, media and law search it constantly, and a referral from an employee carries real weight. Australian alumni networks, the Australian American chambers and industry meetups in Midtown and the Flatiron District are worth your time.

Ask in Cooee USA, our Facebook group for Australians in the USA, which employers have sponsored E-3s before. It's one of the most useful questions you can post.

Tax and money once you've signed

New York City residents pay federal, state and city income tax, so your take-home pay will be lower than a salary calculator built for Texas suggests. Read our guide to federal, state and city tax in New York before you compare offers. If you leave super behind in Australia, check our guide to super while living overseas.

Job hunting in New York: salary ranges, at-will jobs and reading the offer