As of October 29, 2025, Massachusetts has joined a growing list of states enforcing salary range transparency laws — and the consequences for employers who fail to comply can be costly.
Under the new “Act Relative to Salary Range Transparency,” employers with more than 25 employees in Massachusetts are now legally required to disclose salary ranges on job postings and provide pay range information to current employees. Larger employers (those with over 100 employees) must also submit annual pay and EEO data reports to the state for public release.
These rules reflect a nationwide shift toward pay equity and accountability — and they serve as a wake-up call for employers everywhere to review their compensation practices before regulators do it for them.
Key Requirements for Employers
Here’s what the Massachusetts law now mandates for covered employers:
1. Job Postings:
Every job posting — whether listed internally, externally, or through a recruiter — must include the annual salary range or hourly wage range that the employer “reasonably and in good faith expects to pay” for the position.
2. Current Employees:
Upon request, employers must disclose the pay range for an employee’s current role, even if no promotion or opening exists.
3. Promotions and Transfers:
Employers must provide pay range information whenever offering a promotion or transfer to an existing employee.
4. Remote Roles:
If a position can be performed remotely from or to a Massachusetts worksite, it is covered under the law — even if the job itself is not physically based in the state.
Reporting and Compliance Obligations
In addition to disclosure requirements, employers with more than 100 Massachusetts employees must file annual pay data reports with the Secretary of the Commonwealth, beginning February 1, 2026.
These reports mirror the federal EEO-1 data and are submitted through the state’s online reporting portal.
Enforcement and Penalties
The law is enforced by the Massachusetts Attorney General’s Office. While there’s no private right of action for employees, the AG has the authority to issue fines and injunctions:
- 1st offense: Warning
- 2nd offense: Fine up to $500
- 3rd offense: Fine up to $1,000
- 4th and subsequent offenses: Civil fines ranging from $7,500 to $25,000 per violation
Retaliation against employees or applicants who request pay range information or file complaints is strictly prohibited.
What This Means for Employers Nationwide
Massachusetts is not alone — pay transparency laws are spreading quickly across the country, including in states like California, New York, Colorado, and Washington. Even if your business isn’t based in Massachusetts, you could still be affected if you hire remote workers who live there or report into a Massachusetts office.
Employers everywhere should act now to:
✅ Establish clear, well-documented pay ranges for each role
✅ Review and update job postings for accuracy and compliance
✅ Train HR, payroll, and recruiting teams on new disclosure obligations
✅ Conduct regular internal pay equity audits to mitigate risk
How Forework Helps Employers Stay Ahead
At Forework, we help employers simplify compliance with complex labor laws like pay transparency and wage reporting. Our payroll platform combines automation with labor law intelligence—so your business can maintain compliance across every jurisdiction, from Massachusetts to California.
With Forework, you’ll always know your pay practices are transparent, compliant, and defensible.
Don’t wait for an audit to find out your pay data is noncompliant—get compliant before regulators come calling.