Beginning January 1, 2026, New Hampshire will require covered employers to offer unpaid parental leave for certain birth- and infant-related medical appointments.

Massachusetts has joined other states in mandating pay transparency by requiring pay range information in all job postings and advertisements for employers with 25 or more employees.  This new law becomes effective October 29, 2025.

Who Is a Covered Employer?

The law applies to private and public employers with at least 25 employees whose primary place of work was in Massachusetts during the prior calendar year.

To determine coverage, employers must count all individuals who performed services for wages or other compensation, including full-time, part-time, and seasonal workers, whose primary place of work is in Massachusetts.

The Attorney General’s Office has adopted the definition of “primary place of work” from its Massachusetts Earned Sick Time Law guidance, which refers to the location where an employee performs the majority of their work.

Employers should also include in their count:

• Employees who telecommute to a Massachusetts worksite, even if located in another state;
• Employees who telecommute from Massachusetts to an out-of-state worksite; and
• Employees who permanently relocate to Massachusetts, starting their first day of work in the state.

Disclosure includes:

• Job Postings – All job postings and advertisements intended to recruit for a specific position must include the pay range.
• Promotions/Transfers: The pay range must be disclosed when an employee is offered a promotion or transfer to a new position.
• Upon Request: Existing employees and job applicants can request the pay range for a specific position and must receive it.

The disclosure requirement also applies to remote positions that are tied to a Massachusetts worksite and/or that can be performed by an employee located in Massachusetts.

This new law also has pay data reporting requirements for those employers that submit EEO reports to the EEOC.

Employers should begin preparing to ensure legal compliance.

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For small businesses and nonprofit organizations, every hire counts. With limited resources and lean teams, it’s tempting to let new employees jump into work quickly — sometimes even before completing all the necessary paperwork. But skipping proper onboarding steps can lead to costly compliance issues and operational headaches.

Why Onboarding Is More Than Just a First Day Welcome

A structured onboarding process helps ensure:

• Legal compliance: Federal and state laws require specific documentation (like I-9s and W-4s) to be completed before or on the first day of work. Missing these can result in fines or audits.
• Clear expectations: New hires need to understand your policies, mission, and culture from day one — especially in nonprofits where values and conduct are central.
• Payroll accuracy: Without proper tax forms, payroll errors can occur, creating frustration for employees and administrative burdens for your team.
• Risk management: Onboarding includes safety protocols, confidentiality agreements, and other protections that reduce liability.

The Risks of Starting Work Without Proper Documentation

Allowing someone to begin work before completing onboarding paperwork can expose your organization to:

• Government penalties: Incomplete I-9 forms can lead to fines ranging from hundreds to thousands of dollars per violation.
• Insurance issues: If an employee is injured before being officially documented, your workers’ comp coverage may be compromised.
• Data security concerns: Collecting personal information informally or after the fact increases the risk of mishandling sensitive data.
• Reputation damage: Nonprofits especially rely on trust and transparency. Compliance missteps can affect donor confidence and public perception.

Practical Tips for Small Teams

Even without a large HR department, you can implement a strong onboarding process:

• ✅ Use a checklist for every new hire to ensure all forms and policies are completed before work begins.
• ✅ Leverage digital tools like onboarding platforms or secure e-signature services to streamline paperwork.
• ✅ Train managers and supervisors to understand the importance of onboarding and avoid shortcuts.
• ✅ Schedule onboarding time intentionally — don’t let it get buried under daily operations.

Onboarding isn’t just a formality — it’s a safeguard. For small businesses and nonprofits, where every person plays a vital role, starting off on the right foot protects your organization and empowers your team. Taking the time to do it right isn’t a luxury — it’s a necessity.