Starting October 29, 2025, Massachusetts employers with 25 or more employees are required to disclose wage ranges in job postings, to applicants, and current employees upon request.

How Can Employers Ensure Compliance with the Wage Transparency Act? 
There are two key components of the Wage Transparency Act that Covered Employers must comply with: the requirements to (1) disclose pay ranges and (2) to submit EEO reports to the Secretary of the Commonwealth.

Requirement to Disclose Pay Ranges 

  • Beginning October 29, 2025, the law requires employers with 25 or more employees (“covered employers”) to establish and disclose pay ranges in job postings and to employees. A “pay range” is “the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such a position at that time.”
  • Also beginning October 29, 2025, employees or prospective employees of covered employers have a right to know the pay range for a position when applying for a position, upon promotion, transfer, or beginning a new position, and on request for their current position. Covered employers are prohibited from retaliating against employees who seek to exercise their rights under the law.
  • Employers are not precluded from electing to disclose pay ranges in accordance with the law prior to October 29, 2025.

A covered employer found to have violated this requirement is subject to the following penalties:

  • warning for the first offense;
  • a fine of not more than $500 for the second offense;
  • a fine of not more than $1,000 for the third offense; and
  • a fourth or subsequent offense shall be subject to paragraphs (1) and (2) of subsection (b) of General Laws Chapter 149, Section 27C.

Until October 29, 2027, covered employers will have 2 business days to cure defects upon receipt of a Notice to Cure letter from the Attorney General’s Office.

For more information: https://www.mass.gov/info-details/pay-transparency-in-massachusetts