Pay Transparency Laws in Massachusetts
Massachusetts has pay transparency requirements
Massachusetts requires employers with 25 or more employees to include pay ranges in job postings. The law also requires disclosure of pay ranges for internal transfers and promotions. Massachusetts was one of the first states to ban salary history inquiries (2018). Employers must provide pay range data to the state for reporting purposes.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 25+ employees — 25+ employees for posting requirement. Salary history ban applies to all employers (since 2018). |
| Effective date | February 1, 2025 |
| Penalties | Warnings for first two violations, fines of $500-$25,000 for subsequent violations. |
| Statute | Mass. Gen. Laws ch. 149, SS 105A-C (Frances Perkins Workplace Equity Act) |
Pay Transparency Laws in Massachusetts: what you need to know
Massachusetts has enacted a pay transparency law that affects how employers handle salary information. Massachusetts requires employers with 25 or more employees to include pay ranges in job postings. The law also requires disclosure of pay ranges for internal transfers and promotions. Massachusetts was one of the first states to ban salary history inquiries (2018). Employers must provide pay range data to the state for reporting purposes. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and Massachusetts is among the states leading this trend.
Massachusetts requires employers to include salary ranges in job postings. 25+ employees for posting requirement. Salary history ban applies to all employers (since 2018). This means that when you apply for a job in Massachusetts, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 25 or more employees.
In Massachusetts, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
Massachusetts also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in Massachusetts must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of Massachusetts's pay transparency law includes penalties for non-compliance. Warnings for first two violations, fines of $500-$25,000 for subsequent violations. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For Massachusetts workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More Massachusetts workplace laws
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Frequently asked questions about pay transparency laws in Massachusetts
Yes. Massachusetts requires employers with 25 or more employees to include salary ranges in job postings.
No. Massachusetts has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. Massachusetts requires employers to provide salary range information upon request.
Warnings for first two violations, fines of $500-$25,000 for subsequent violations.
This depends on the specific provisions of Massachusetts law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.