Joining the ranks of several other states, Massachusetts’ pay transparency law will go into effect October 29, 2025. The bill was signed into law July 2024, with 15 months for organizations to prepare. Yeah, that went by quickly.
WHO: Public and private employers with 25 or more employees must disclose pay ranges in job postings, provide the pay range of a position to an employee who is offered a promotion or transfer and, on request, provide the pay range to employees who already hold that position or are applying for it. The law requires a good-faith estimate of the pay range (annual or hourly) but not fringe benefits and bonuses. This applies to all ads and job postings, including third party postings.
Employers with 100 or more employees must submit wage data reports to the state.
WHAT is at stake? Penalties for non-compliance escalate from warning to $500 to $1000 to as much as $25,000 for the fourth or subsequent offense. For the first 2 years of the law, employers will have 2 business days after notice to cure violations before a fine is imposed.
HELP! We offer a fixed fee service–surprise!–to get your pay scale house in order. Our Pay Equity Audit Service does a lot of the heavy lifting. This flow chart shows how it works. Your organization has time to be ready and we can help. Contact us.