As a reminder for all employers in Massachusetts with 25 or more employees, effective October 29, 2025, new pay transparency requirements will apply.

• Employers with 25 or more employees whose primary place of work is Massachusetts.

• Remote employees count if their primary work location is in the state.

Highlights:

• Pay Ranges in Job Postings: All internal and external job postings—including those by third-party recruiters—must include the pay range the employer reasonably expects to pay for the position at the time of hire.

• Promotions and Transfers: When offering an employee a promotion or transfer, employers must provide the pay range for the new role.

• Current Employees and Applicants:
  • Applicants can request the pay range for any position they apply for.
  • Current employees can request the pay range for their role at any time.

• The annual salary or hourly wage range the employer reasonably and in good faith expects to pay.
  • Commissions or piece-rate ranges must be included if applicable.
  • Bonuses and benefits are not required.

Penalties for Non-Compliance

• Grace Period: Until October 29, 2026, employers have two business days to correct violations after notice.

• Fines:
  • 1st offense: Warning
  • 2nd: Up to $500
  • 3rd: Up to $1,000
  • 4th or more: Up to $25,000

For additional information:

• Massachusetts HB 4890 – An Act Relative to Salary Range Transparency 
• Massachusetts Enacts Pay Transparency and Data Reporting (VensureHR)
• Massachusetts Pay Transparency Resources
• Massachusetts – Pay Transparency FAQs

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