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We are writing to inform you of an important legal update that may affect your organization’s employment practices in Massachusetts. On April 15, 2025, Governor Maura Healey signed into law new pay transparency requirements aimed at increasing wage equity and access to salary information for job applicants and employees. These requirements will take effect on October 1, 2025.
Summary of New Requirements
Beginning October 1, 2025, Massachusetts employers who employ 25 or more employees must:
- Include the salary or wage range for any advertised job, promotion, or transfer opportunity in all public and internal job postings.
- Disclose a “good faith” wage range that reflects the employer’s actual expectations at the time of posting.
- Maintain records of wage ranges and job descriptions for each position, consistent with existing recordkeeping obligations under the state’s Equal Pay Act.
Additionally, employers with 100 or more employees will be required to submit annual pay data reports to the state beginning in 2026, although implementation details for this requirement are pending further regulatory guidance. The Massachusetts Office of the Attorney General has published Guidance on Employers’ Obligations Under the Wage Transparency Act to provide employers with the necessary compliance information.
Action Steps for Employers
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Review and update job posting templates to ensure inclusion of salary ranges for all applicable postings.
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Develop or formalize internal wage ranges for all roles to ensure consistency and compliance.
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Train HR and recruiting teams on the new posting and disclosure requirements.
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Monitor for forthcoming regulations that may clarify data reporting requirements for larger employers.
We recommend reviewing your current compensation policies and practices now to ensure compliance ahead of the October 1 deadline.
If you have questions about how this new law may impact your business or would like assistance preparing compliant postings or wage documentation, please don’t hesitate to contact us at smoore@wmklawgroup.com.
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