Who is benchmarking hybrid roles in Manhattan?

Media company, around 600 in the city. We tried a commuter-zone differential in 2024 and dropped it after a year. The saving was under 1 percent of payroll, and the manager time spent arguing about which side of a county line someone lived on was not worth it. Everyone within the tri-state area is now on the New York range.

The survey cuts are the real problem. Most of what we get is by work location as reported by the employer, and employers report hybrid people against the office. So the New York metro number already includes plenty of people in your situation.

I told our finance team that the premium they want to remove is partly baked into the market data they are comparing against.

Question back: what happens to someone already on the Manhattan range if you reclassify them? We grandfathered existing staff and applied the national range to new hires only, and eighteen months later we have people in the same team on ranges 9 percent apart. That is going to come up in our next pay equity review.