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Fast Facts: MA Wage Transparency Act

Labor Market, Recruitment Tips, Workplace

Black and white photo of the U.S. Capitol dome with bold white text overlay that reads “Fast Facts: Massachusetts Wage Transparency Act.” Below is a blue banner with white text that says “The JOHNLEONARD Blog.”

October is right around the corner, and so is the Massachusetts Wage Transparency Act. If you employ Massachusetts-based staff, do business in the state, or are job hunting here, this law will likely affect you. Haven’t had time to dig into the details yet? Don’t worry, we’ve pulled together the key facts you need to get up to speed quickly.

Why is This Law Going Into Effect?

The Wage Transparency Act is part of Governor Healey’s broader push to promote pay equity and transparency across Massachusetts. Growing research shows that pay transparency is one of the most effective tools for closing gender and racial wage gaps and building trust between job seekers and employers. The law aims to advance equity and strengthen the Massachusetts economy by helping employers attract and retain top talent.

What You Need to Know (Starting October 29, 2025)

  • The law covers public and private employers with 25 or more employees in Massachusetts.
  • Employers must disclose a pay range (annual base salary or hourly rate) that they reasonably and in good faith expect to pay at the time of hire. The goal is to give job seekers and employees a clearer picture of what to expect before applying for or considering a role.
  • Pay ranges must be disclosed in:
    • Job postings
    • Promotions
    • Lateral transfers
    • Response to current employee requests for the pay range for their position
  • National labor and employment law firm Ogletree Deakins explains that employers are not required to list extra compensation, such as:
    • Commissions
    • Stock options
    • Bonuses
    • Other incentive pay
  • If a position is 100% commission-based or paid by the piece, employers must still provide an expected earnings range.
  • Any covered employer found to have violated this act will be subject to monetary penalties. 

Illustrated infographic with a document and checkmark icon on the left and a red-bordered blue box on the right. The box headline reads “MA Wage Transparency Act.” Text inside lists benefits of pay transparency: “Close gender and race pay gaps, Build trust between employers and job seekers, Boost economy by attracting and retaining top talent.” Website link www.johnleonard.com/blog appears at the bottom.

With October 29, 2025, just around the corner, now’s the time to get prepared. Employers and HR teams should spend the next few weeks reviewing policies, checking job postings, and ensuring internal practices comply with the law. Job seekers can take this time to learn the rules, know their rights, and confidently explore new opportunities.

Follow JOHNLEONARD for updates, tips, and guides to help navigate this new landscape with ease.