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.

Need help? Reach out to us at [email protected].