Overview
- Covered employers must include a good-faith salary or hourly range in all job postings, including listings made by third-party recruiters.
- Applicants and employees must receive the pay range at hire, promotion or transfer, and any employee may request the range for their current position.
- The required range reflects what the employer reasonably expects to pay at the time, and coverage reaches remote roles tied to Massachusetts with all worker types counting toward the 25-employee threshold.
- Enforcement begins with a written warning and, through October 29, 2027, provides a two-business-day cure window before escalating civil penalties for repeat violations.
- The law prohibits retaliation and introduces certain EEO data reporting duties, with legal advisors urging pay-equity audits, defined ranges, and HR training to support compliance.