Many of you may have hesitated when asked during an interview, "What is your salary at your current company?"

In the past, it was a given that you would answer this question, but things are different now.

Since January 2020, New York State has legally prohibited both public and private employers from asking about a candidate's salary history during the hiring process. This applies throughout the entire process, from submitting an application to the interview and final offer, making it relevant for all workers in New York State, including Buffalo.

The reason this law was enacted is simple. Individuals who start with a low salary at their first job often continue to negotiate based on that low figure when changing jobs, resulting in a persistent wage gap over the years. The law aims to prevent the perpetuation of wage disparities based on gender or race.

In the past, it was common to have a section on resumes asking for desired or current salary. Applicants felt pressured to list a low number to avoid being at a disadvantage in negotiations, or a high number for fear of being filtered out from the application process. The New York law has eliminated this section entirely. Job postings, application forms, and interview questionnaires cannot include questions about previous salaries, and companies cannot attempt to obtain this information unless the applicant voluntarily discloses it.

Interestingly, this provision applies not only to company HR departments but also to headhunters and recruitment agencies. It effectively closes loopholes that would allow agencies to ask on behalf of companies, making it quite difficult to circumvent the law.

This is not just a New York issue. More states are introducing or amending similar laws, and the hiring process is shifting to encourage companies to ask applicants about their desired salary range first. Instead of negotiating based on previous salaries, the focus is moving toward asking what the candidate expects to earn.

So, if an interviewer asks about your salary history out of habit, there's no need to feel flustered. You can calmly respond, "I don't think I can share that information, but I expect a salary range of this amount for this position," and it won't be considered rude. In fact, you would be exercising a right protected by law.

Just as a conductor rushing a concerto can ruin its flavor, rushing into salary negotiations by revealing too much too soon can make it hard to get what you deserve. There's no need to bring up past figures prematurely.

Life is too short; it's best not to rush things that don't require haste. The same goes for job negotiations, where there's no reason to start with a low figure.

However, not all HR personnel are aware of these legal changes, and they may still ask about salary history out of habit. This is often due to outdated hiring manuals rather than malice. In such cases, there's no need to get upset; just respond calmly as mentioned above. Most people will understand and move on without taking offense.

Salary negotiations are ultimately about valuing the path you've taken, and there's no reason to limit yourself to the figure set by your previous employer. A new position should be evaluated on its own merits, considering the responsibilities of the job and what you can bring to the table. Just as you don't need to force the pace of a book you're reading, you don't need to match your previous salary.

If you're preparing for a job change, I recommend checking whether such laws exist in your current state and, if so, how far they apply. Knowing this before sitting at the negotiation table can lead to significantly different outcomes than being unaware.