Pay disclosure requirements under the recently enacted pay transparency law in Massachusetts will take effect on October 29, 2025. A summary of that law can be found in our prior update, available here: 2025 Pay Transparency Law.
Certain portions of the law are already in place, including pay data reporting requirements. As of October 29, 2025, public and private employers with 25 or more employees will need to disclose expected salary ranges for job postings and provide pay range information to current employees upon request.
Until October 29, 2027, covered employers will be provided with a two-business-day cure period to correct an initial violation of the pay disclosure requirements. The two-business-day cure period begins upon receipt of a notice to cure letter from the Massachusetts Attorney General’s Office. Subsequent violations, however, may result in escalating penalties including fines.
Significantly, the law separately provides protections for employees, including a prohibition against retaliation for requesting pay range information or enforcing their rights under the statute.
In preparation for this closely approaching effective date, covered employers should consider advising their human resource professionals and managers on these new requirements, establishing pay ranges for positions, and updating job postings to include salary ranges by the effective date.