Starting October 29, 2025, Massachusetts employers must follow a new law focused on salary transparency. Titled “An Act Relative to Salary Range Transparency,” this law requires certain companies to display salary ranges in job postings and share this information with applicants and employees upon request. The Massachusetts Attorney General’s Office has also provided helpful guidance clarifying these new responsibilities.
Who’s Covered?
The law applies to public and private employers with 25 or more employees whose main workplace is in Massachusetts. When figuring out if you’re covered, include full-time, part-time, seasonal workers, and remote employees who either work in Massachusetts or report to a Massachusetts-based office. Even employees who move to Massachusetts are included from their first day. To stay compliant, employers should start calculating their employee count based on the average number of workers over the past year.
What Do Employers Need to Do?
If the law covers you, you must include salary ranges in any job post for positions based in Massachusetts — even if you’re posting through third-party sites. Remote jobs connected to Massachusetts or filled by residents also count. Additionally, employers need to share salary range info when applicants ask, when current employees seek a promotion or transfer, or when they want to know their role’s range. The law defines a “pay range” as the lowest to highest salary or hourly wage you expect to offer when posting, including commission or piece-rate roles.
Pay Data Reporting
Companies already filing EEO reports with the EEOC must also submit those reports to Massachusetts’ Secretary of State. This starts as early as February 2025, with regular filings afterward. If your organization isn’t required to file with the EEOC, you’ll be off the hook for this part.
Employee Protections
Employees and applicants are protected from retaliation if they request salary info, file complaints, or participate in investigations. The Attorney General’s Office handles enforcement, and companies have a two-business-day window to fix violations after being notified, through October 2027.
Getting Ready
More details on this new law and how to prepare can be found in the National Law Review. In summary, it’s important to begin reviewing your hiring and pay practices now. Update job postings with clear salary ranges, set up internal processes for handling salary questions, and train your HR team to stay compliant. Also, review if you need to file pay data reports and get systems in place for timely submissions.
Need Help?
At Pregent Law we’re here to assist Massachusetts employers navigate these new requirements. Our team can help review your job postings, develop transparent pay policies, and train your staff to comply. If you have questions, contact us today — we’re here to help you transition smoothly.
