The Massachusetts Pay Transparency Act (Chapter 141 of the Acts of 2024) officially takes effect tomorrow, October 29, 2025. Signed into law by Governor Maura Healey, this Act introduces new requirements for employers to disclose salary ranges and file equal employment opportunity (EEO) reports, marking a significant step toward promoting pay equity across the Commonwealth.

Key Provisions

The law has two principal components:

  1. Salary Range Disclosure Requirements
    Employers with 25 or more employees must include a pay range, defined as the annual salary or hourly wage range the employer “reasonably and in good faith expects to pay for the position”, in all job postings. This requirement applies to:
    • Any advertisement of a job opening (posted by the employer or a third party); Any offer of promotion or internal transfer; andUpon request, to any current employee or applicant for a specific position.
    The disclosure must reflect base pay and may exclude other compensation such as bonuses, stipends, or benefits.
  2. EEO Reporting Obligations
    Employers meeting the reporting threshold must also file EEO data reports with the Secretary of the Commonwealth, in addition to those already filed federally:
    • Private employers with 100+ employees: EEO-1 reports due annually.Public employers: EEO-4 reports due every other year beginning February 1, 2026.Elementary and secondary schools: EEO-5 reports due every other year beginning February 1.
    These reports are not subject to the Public Records Law. Aggregate data will be published annually by the Secretary of Labor and Workforce Development.

Enforcement and Penalties

The Attorney General’s Office has exclusive enforcement authority. Employers in violation may face civil penalties, beginning with a warning for a first offense. Unlike the Massachusetts Wage Act, this statute does not authorize triple damages.

Anti-Retaliation Protections

The law prohibits retaliation or discrimination against any employee who exercises their rights under the Act.

What Employers Should Do Now

With the law taking effect tomorrow, Massachusetts employers should:

  • Review and update all job postings to include salary ranges;
  • Ensure hiring, promotion, and transfer processes comply with disclosure requirements; and
  • Confirm EEO reporting systems are in place for timely submissions.

For questions about compliance with the Massachusetts Pay Transparency Act, please contact:

Attorney D. M. Moschos or Attorney Ryan P. Avery