New Pay Transparency and Reporting Requirements for Massachusetts Employers – Effective July 31, 2025
Massachusetts continues to lead the way in advancing workplace equity. Beginning July 31, 2025, significant new obligations will take effect for employers across the Commonwealth. These changes are designed to promote pay transparency and address wage disparities across gender, race, and other protected categories.
What’s Changing?
1. Mandatory Pay Range Disclosure in Job Postings
Under the new law, Massachusetts employers with 25 or more employees must include a “reasonably and in good faith” pay range in all job postings. This requirement applies to:
External job advertisements (including postings on third-party platforms)
Internal job postings for promotions or transfers
Pay range disclosures upon request by applicants or current employees
The disclosed pay range must reflect the employer’s actual expectations at the time of posting and should include the base salary or hourly wage. While bonuses, commissions, and benefits are not required to be listed, employers may choose to include them for clarity and competitiveness.
Annual Wage Data Reporting for Larger Employers
Employers with 100 or more employees—who are already required to file federal EEO-1 reports—must also submit an annual wage data report to the Commonwealth of Massachusetts.
This report must include:
Pay data broken down by race, ethnicity, sex, and job category
Information aligned with federal EEO-1 categories
Submission by a deadline to be determined by the state
The state intends to anonymize and publish this data to promote transparency and accountability in wage practices.
Anti-Retaliation Protections
The law includes strong protections for employees and applicants who:
Request pay range information
Report violations of the law
Employers are prohibited from retaliating against individuals who exercise their rights under this statute. Enforcement authority rests with the Massachusetts Attorney General, and while there is no private right of action, businesses should take compliance seriously to avoid investigations or penalties.
What Employers Should Do Now
To prepare for compliance by July 31, 2025, we recommend the following steps:
Audit current pay practices to ensure consistency and equity across roles
Develop internal guidelines for setting and communicating pay ranges
Update job posting templates to include required pay range language
Train HR and hiring managers on the new disclosure obligations
Coordinate with legal counsel to prepare for wage data reporting requirements
At General Counsel by Cannon, PLLC, we’re here to help you navigate these changes with confidence. Whether you need assistance with compliance audits, policy updates, or training, our team is ready to support your business every step of the way.
Need help preparing for the new law? Contact Tanzi Cannon at T.cannon@gcbycannon.com to schedule a consultation or go to www.GCbyCannon.com.
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