Massachusetts Pay Transparency Law: Salary Range Rules Effective October 2025
Quick answer: Covered Massachusetts employers must include expected salary or hourly ranges in postings, provide ranges for promotions and transfers, and disclose them to current employees or applicants upon request.
Effective date and coverage
Massachusetts General Laws Chapter 149, Section 105F became effective October 29, 2025. The disclosure duties apply to public and private employers with at least 25 employees in Massachusetts.
A pay range is the annual salary range or hourly wage range the employer reasonably and in good faith expects to pay for the position at that time.
Job posting requirements
A covered employer or recruiting agent must include the pay range in a posting intended to recruit applicants for a specific position. The rule includes recruitment through third parties.
The range should be genuine. An artificially broad range that does not reflect the employer’s actual expectation creates compliance risk.
Promotions and transfers
The employer must provide the pay range when an employee is offered a promotion or transfer to a position with different job responsibilities.
Employers should include the disclosure in internal offer letters and promotion workflows rather than waiting for an employee request.
Employee and applicant requests
An employee holding a position, or an applicant for that position, may request the applicable pay range. The employer must provide it.
Human-resources teams should identify who handles requests, how ranges are approved, and how responses are documented.
Anti-retaliation protection
The statute prohibits retaliation or discrimination against employees and applicants who exercise rights, make complaints, participate in proceedings, or provide testimony under the salary-range law.
Enforcement and fines
The Massachusetts Attorney General has exclusive jurisdiction to enforce the disclosure requirements. The statute provides a warning for a first offense, a fine up to $500 for a second offense, and a fine up to $1,000 for a third offense.
One offense can include one or more postings made by the same employer during a 48-hour period.
Remote and multistate recruiting
Employers recruiting for remote or hybrid roles should determine whether the position or employment relationship brings the posting within Massachusetts coverage. National postings may need to satisfy several state laws simultaneously.
Employer checklist
- Count Massachusetts employees.
- Create approved good-faith ranges.
- Update external and internal posting templates.
- Add ranges to promotion and transfer offers.
- Create a request-response procedure.
- Train recruiters and agencies.
- Prohibit retaliation.
Frequently Asked Questions
When did the law take effect?
October 29, 2025.
How many employees trigger the rule?
At least 25 employees in Massachusetts.
Must internal promotions include a range?
The employer must provide the range when offering a promotion or qualifying transfer.
Can a current employee request the range?
Yes.
Who enforces the law?
The Massachusetts Attorney General.
Official Sources
This article is for general educational purposes and is not legal, tax, accounting, payroll, or employment advice. Rules can change and may differ by location, occupation, employer size, and employee duties.
This calculator is for educational purposes only. Consult your employer or a labor attorney for advice specific to your situation.