The Massachusetts Pay Transparency Law, known as the Frances Perkins Workplace Equity Act, takes effect on October 29, 2025. Employers with 25 or more employees whose primary place of work is in Massachusetts will need to disclose pay ranges in job postings, respond to applicant and employee salary requests, and, for larger employers, submit wage data reports. With penalties of up to $25,000 per violation, organizations that haven’t acted yet are running out of time to prepare.

Who Is Covered Under the Massachusetts Pay Transparency Law

Coverage extends to full-time, part-time, seasonal, and temporary employees whose primary place of work is in Massachusetts. Remote work further broadens the scope—employers with staff working from Massachusetts or telecommuting to a Massachusetts office must comply, even if the company itself is out of state. Job postings are also included if the position could reasonably be performed in Massachusetts, meaning nationwide postings can fall under this law.

What Employers Must Do to Comply

The Massachusetts Pay Transparency Law requires employers to include a salary range in all postings for new roles, internal transfers, and promotions. Employers must also provide pay ranges to applicants who request them, as well as to current employees seeking the range for their own role. For employers with 100 or more Massachusetts employees, additional reporting is required: demographic and pay data must be filed with the Secretary of the Commonwealth, aligned with existing EEO reports.

How to Prepare for Pay Transparency Compliance

Employers should act now by finalizing their headcount analysis, validating pay ranges, training recruiters and managers, and aligning federal and state reporting processes. The Attorney General’s Office will enforce compliance, and while a temporary two-day cure period applies until 2027, penalties after that date can apply immediately. With strong anti-retaliation provisions included, organizations must also ensure employees feel safe requesting salary information or filing complaints. Preparing now not only avoids fines but also builds trust, transparency, and equity into workplace culture.