Effective January 1, 2025, Massachusetts employers with 25 or more employees must:
- Include salary ranges in external and internal job postings done directly by a covered employer or indirectly through a third party.
- Disclose salary ranges to current employees upon promotion or transfer.
- Provide salary range information upon employee or applicant request.
The salary range is defined as the annual salary range or hourly wage range that the covered employer reasonably expects to pay for such position at that time.
Additionally, employers with 100 or more employees must submit pay data reports by February 1, 2025, including:
- Workplace demographics.
- Pay data by race, ethnicity, sex, and job category.
- Employers must submit this data annually by February 1.
Key points:
- The law prohibits retaliation against employees or applicants for exercising their rights.
- Non-compliance penalties increase with each offense, with maximum penalties reaching $25,000.
- Employers should conduct pay equity audits, ensure all job postings are consistently updated with pay ranges, and develop salary ranges to prepare for compliance.
By proactively addressing these requirements, employers can mitigate risks and foster a fair and transparent workplace.