Massachusetts has established comprehensive wage transparency requirements that include robust salary posting mandates, wage discussion protections, and annual reporting requirements for larger employers. The Massachusetts pay transparency law positions the state among leaders in comprehensive wage equity legislation, with major provisions that took effect on October 29, 2025, now fully implemented.
Here’s what you need to know about Massachusetts’s pay transparency requirements and how they position the state at the forefront of wage equity legislation.
Core Law & Compliance
What Is the Massachusetts Pay Transparency Law? (2026 Update)
Massachusetts’s pay transparency framework consists of comprehensive components designed to enhance wage equity and protect employee rights. The primary posting requirements are found in Massachusetts General Laws Chapter 149, Section 105F, which requires employers with 25 or more employees to provide wage ranges in job postings and upon request.
The wage discussion protections under Massachusetts General Laws Chapter 149, Section 105A prohibit employers from requiring employees to refrain from discussing wages and prevent adverse employment actions based on wage disclosures.
Additional requirements include annual wage data reporting for employers with 100 or more Massachusetts employees under Section 105E, and specific notification requirements for pay frequency changes under Section 148. Massachusetts has released official guidance to help employers navigate these comprehensive requirements.
Massachusetts Salary Posting Requirements for Employers
Under Massachusetts General Laws Chapter 149, Section 105F, employers with 25 or more employees in Massachusetts must provide wage ranges to applicants on all job postings, to employees who are offered new positions, and to both applicants and employees upon request.
The comprehensive posting requirements apply to all job advertisements for positions in Massachusetts, ensuring that job seekers have upfront access to essential compensation information for decision-making purposes.
Massachusetts has developed official guidance to help employers understand and comply with these requirements, demonstrating the state’s commitment to supporting effective implementation of the comprehensive transparency framework.
When Did/Does the Massachusetts Pay Transparency Law Take Effect?
Massachusetts has implemented its pay transparency provisions with the major requirements taking effect on October 29, 2025. The comprehensive framework now includes salary posting requirements, wage discussion protections, and annual reporting obligations for larger employers.
Currently in effect are all provisions including the wage discussion protections under Section 105A and the annual reporting requirements for employers with 100 or more Massachusetts employees under Section 105E, with reports due each February.
Employers must ensure current compliance with all provisions, as Massachusetts provides enforcement mechanisms and has developed official guidance to support effective implementation of the comprehensive transparency framework.
Employer Responsibilities
Which Employers Must Comply With the Massachusetts Pay Transparency Law?
Massachusetts’s pay transparency requirements apply to different categories of employers based on specific obligations and workforce size.
Employers with 25 or more employees in Massachusetts must comply with salary posting requirements under Section 105F, including wage ranges in job postings, wage ranges for employees offered new positions, and wage ranges upon request from applicants and employees.
All Massachusetts employers, regardless of size, must comply with wage discussion protections under Section 105A. Additionally, employers with 100 or more Massachusetts employees must submit annual wage data reports to the State Secretary by February each year under Section 105E.
Massachusetts Pay Transparency Thresholds by Employer Size
Massachusetts uses a tiered approach based on employer size:
- All Employers: Must comply with wage discussion protections and provide 90 days’ written notice for changes from weekly to bi-weekly pay (Mass. Gen. Laws ch. 149 §§ 105A, 148)
- Employers with 25+ Massachusetts Employees: Must additionally provide wage ranges in job postings, to employees offered new positions, and upon request from applicants and employees (Mass. Gen. Laws ch. 149 § 105F)
- Employers with 100+ Massachusetts Employees: Must also submit annual wage data reports to the State Secretary by February each year (Mass. Gen. Laws ch. 149 § 105E)
This graduated system ensures that all employees receive basic wage discussion protections while requiring enhanced transparency and reporting from employers with greater resources and workforce size.
Penalties for Violating the Massachusetts Pay Transparency Law
Massachusetts provides enforcement mechanisms for pay transparency violations, with employers prohibited from discriminating against or punishing employees or applicants for taking actions covered under the wage transparency law.
The law specifically prohibits adverse employment actions based on wage disclosures and prevents employers from requiring employees to refrain from discussing wages as a condition of employment.
Failure to comply with salary posting requirements, annual reporting obligations, or notification requirements can result in enforcement action through appropriate state agencies, with Massachusetts’s comprehensive framework supporting robust compliance monitoring.
Employee Rights & Impact
What Employees Should Know About the Massachusetts Pay Transparency Law
Massachusetts employees benefit from comprehensive wage transparency protections that rank among the strongest in the nation. All workers have explicit rights to discuss and disclose their wage rates without fear of employer retaliation, regardless of their employer’s size.
Job seekers and current employees at employers with 25 or more Massachusetts employees benefit from salary posting requirements that provide wage ranges in job postings, for new position offers, and upon request, allowing informed decision-making about job opportunities.
The annual wage data reporting requirement for larger employers creates additional accountability measures that support broader efforts to identify and address systemic pay disparities across industries and organizations.
Employee Rights Under Massachusetts Salary Posting Law
Massachusetts’s salary posting law grants employees comprehensive rights designed to promote transparency and prevent wage discrimination.
The fundamental right to wage discussion under Section 105A means employees can freely share salary information with colleagues and others, and can inquire about and discuss compensation practices within their organization without facing adverse employment actions.
Job applicants and current employees at covered employers have rights to receive wage range information in job postings, when offered new positions, and upon request, ensuring they can evaluate opportunities with complete compensation information.
The anti-discrimination provisions protect employees and applicants from punishment for exercising their transparency rights, creating comprehensive protection throughout the employment relationship.
How the Massachusetts Pay Transparency Law Helps Reduce Wage Gaps
Massachusetts’s comprehensive approach to pay transparency directly addresses multiple factors that contribute to wage gaps. The salary posting requirements help eliminate information asymmetries that often disadvantage certain groups during salary negotiations by ensuring candidates have equal access to compensation information.
The robust wage discussion protections enable employees to identify potential pay disparities within their organizations and take action to address them. When workers can freely discuss compensation, patterns of discrimination become more visible and actionable.
The annual wage data reporting requirement for larger employers creates systematic transparency that supports broader efforts to identify and address pay disparities across different organizations and industries throughout the state.
HR & Legal Best Practices
How HR Teams Can Comply With Massachusetts Pay Transparency Law
HR teams should implement comprehensive compliance procedures covering all aspects of Massachusetts’s multi-layered transparency requirements.
For employers with 25 or more Massachusetts employees, conduct thorough audits of job posting practices to ensure all postings include wage ranges. Establish procedures to provide wage ranges to employees offered new positions and systems to respond to wage range requests from applicants and employees.
Implement clear policies protecting employees’ wage discussion rights and prohibiting retaliation. Train managers and supervisors on these protections to ensure consistent implementation across the organization.
For employers with 100 or more Massachusetts employees, establish systems to collect, analyze, and report annual wage data to the State Secretary by the February deadline each year.
Updating Job Postings to Meet Massachusetts Salary Transparency Rules
Job postings from covered employers must include wage ranges that provide meaningful guidance to job seekers. These ranges should reflect realistic expectations of what the employer would actually pay for positions, considering factors like experience, qualifications, and performance.
Review Massachusetts’s official guidance to ensure proper compliance with posting requirements and establish consistent templates across all job advertisements.
Ensure that wage ranges are based on actual pay practices and provide useful information that helps candidates make informed decisions about pursuing opportunities in Massachusetts.
Does the Massachusetts Pay Transparency Law Apply to Remote or Hybrid Workers?
Massachusetts’s pay transparency law applies to employers based on their Massachusetts workforce size, meaning employers with the required number of Massachusetts employees must comply with posting requirements regardless of whether positions are remote, hybrid, or in-person.
This ensures that remote and hybrid workers connected to Massachusetts-based employers receive the same transparency protections as traditional in-office employees, reflecting the law’s comprehensive approach to worker protection.
The wage discussion protections apply to all Massachusetts employees regardless of work arrangement, ensuring consistent protection across different employment arrangements.
Comparison and Broader Context
How Massachusetts Pay Transparency Rules Compare With California and New York
Massachusetts’s approach to pay transparency incorporates strong elements found in California and New York while establishing its own comprehensive characteristics. Like both leading states, Massachusetts requires proactive salary disclosure in job postings rather than disclosure only upon request.
Massachusetts’s 25-employee threshold for posting requirements is moderate compared to other transparency states, while the annual wage data reporting requirement for larger employers creates additional accountability measures beyond what many other states currently require.
The comprehensive framework with graduated requirements and official state guidance positions Massachusetts among the leading transparency states with a robust approach to wage equity enforcement.
Federal Pay Transparency Requirements vs. Massachusetts Law
Massachusetts’s comprehensive state-level requirements significantly exceed current federal transparency protections. The state’s proactive salary posting requirements, robust wage discussion protections, and annual reporting mandates provide broader coverage than federal laws currently offer to most private sector employees.
The annual wage data reporting requirement creates systematic transparency that goes beyond federal requirements and supports broader efforts to identify and address pay disparities across organizations and industries.
Massachusetts’s framework demonstrates how comprehensive state legislation can provide enhanced worker protections that exceed federal minimums while creating accountability measures that support broader wage equity goals.
Pay Transparency Laws by State: Where Does Massachusetts Stand?
Massachusetts ranks among the leading states in pay transparency legislation, with comprehensive requirements that place it at the forefront of the national transparency movement. The state’s combination of salary posting mandates, wage discussion protections, and annual reporting requirements creates a robust framework for wage equity.
The 25-employee threshold provides broad coverage while remaining practical for enforcement, and the annual reporting requirement for larger employers demonstrates Massachusetts’s commitment to systematic transparency and accountability.
Massachusetts’s approach contributes to the growing momentum for pay transparency legislation nationwide, with its comprehensive requirements and official guidance serving as a model for other states considering similar legislation.
FAQs About the Massachusetts Pay Transparency Law
Do small businesses need to comply with Massachusetts pay transparency law?
All Massachusetts employers must comply with wage discussion protections and notification requirements for pay frequency changes. Employers with 25 or more Massachusetts employees must additionally provide wage ranges in job postings, to employees offered new positions, and upon request. Employers with 100 or more Massachusetts employees must also submit annual wage data reports by February each year.
How should employers update existing job postings?
Employers with 25 or more Massachusetts employees must update all job postings to include wage ranges. The state has provided official guidance to help employers understand compliance requirements. Wage ranges should reflect realistic compensation expectations and provide meaningful information to help job seekers make informed decisions about opportunities.
Are salary ranges required for internal postings as well as external ones?
Massachusetts requires employers to provide wage ranges to employees who are offered new positions and upon request from employees. While the specific application to internal postings may depend on implementation, the law’s comprehensive approach suggests that internal advancement opportunities should include appropriate wage range transparency.
What happens if employers fail to disclose salaries?
Employers who violate Massachusetts’s pay transparency requirements may face enforcement action through appropriate state agencies. The law specifically prohibits discrimination against or punishment of employees and applicants for exercising their transparency rights, with comprehensive enforcement mechanisms supporting compliance across all areas of the transparency framework.
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