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Massachusetts Becomes 11th State to Adopt a Pay Transparency Law

August 7, 2024

On July 31, 2024, Massachusetts became the 11th state to adopt a pay transparency act when Governor Maura Healy signed “An Act Relative to Salary Range Transparency" into law. This law will take effect on July 31, 2025 with a portion of it beginning February 1, 2025.


Under this law, Massachusetts employers with 25 or more employees will be required to include salary range information on all job postings and provide this information to both applicants and current employees regarding their positions. Additionally, employers with more than 100 employees will need to disclose demographic and pay data to the Commonwealth by filing an annual wage report, known as an aggregate wage data report, with the state Executive Office of Labor and Workforce Development. Although these reports will not be public record, the Commonwealth will compile the data into an aggregate report, broken down by industry, which will be posted on the Department of Labor and Workforce Development’s website no later than July 1 each year, starting in 2025.


The purpose of this law is to promote pay transparency and protect workers’ rights by ensuring they have access to salary range information, whether they are applying for a new position, seeking a promotion, or facing a transfer within their current organization.


Key Dates to Remember

Employers must implement two key practices:

1.     By February 1, 2025, employers with 100 or more employees must submit their pay data to the Commonwealth.

2.     By July 31, 2025, all employers with 25 employees or more must ensure that salary or wage information is included in all job postings. Failure to comply may result in fines or citations.


Prepare Early

Although the effective dates may seem distant, it is crucial to prepare in advance. Employers should establish pay ranges for each position and integrate these ranges into job postings as a standard practice. To proactively address potential issues, employers should also consider conducting a pay equity audit to identify and address any existing pay disparities that could impact the business.   


Employers should consult with their employment counsel to develop a plan to avoid fines or citations. The Attorney General will have the authority to enforce this law through fines and/or civil citations. Initial violations will be subject to warnings, with subsequent offenses incurring fines ranging from $500 to $25,000 for a fourth or any subsequent offenses.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Massachusetts’ Superior Court Judge Rules Recording in Workplace Admissible

February 19, 2025
The Massachusetts Superior Court found that Massachusetts’ wiretap statue does not bar employers from using allegedly illegally obtained recordings in civil proceedings. In a recent case, an employee claimed she was forced to resign. Plaintiff’s coworker recorded an argument between the Plaintiff and her supervisor without her consent and shared it with supervisors. The employee then sued for discrimination and retaliation, along with two counts for violation of the wiretap statute. Massachusetts is a two-party consent state but, in this case, it was found that the consent of only one party was needed because nothing in the Wiretap Statute bars the use of an allegedly illegally obtained communication in a civil proceeding. The court found that the provisions about the use of illegally obtained communications in evidence are limited to criminal trials. However, depending on the court, results may differ, as this recording was central to proving and/or disproving the Plaintiff’s claim, and as such, the recording was indispensable as a piece of evidence. Issues with unauthorized recordings have been arising all the time in civil proceedings because recording devices are everywhere, whether they be a cell phone, laptop or other recording device. This ruling is good for employers, as if there is an otherwise inadmissible recording that is made that disproves an employee’s claims, it can be admissible as evidence if meets the same scenario above. However, employers must be careful to use these recordings as they may be inadmissible and may not show the same thing that the employer believes in the court’s eyes. This being said, it is prudent to consult an attorney before utilizing a recording for any employment action or in legal action to avoid unwanted consequences. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

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