Employers with 25 or more employees in the State of Massachusetts should take note of the new pay transparency and wage reporting requirements.
Key Takeaways for Employers:
Beginning October 29, 2025, any employer with 25 or more employees in Massachusetts is required to disclose a pay range in every job posting. This rule applies not only to positions advertised externally, but also to internal postings and to jobs promoted through third-party recruiters acting on the employer’s behalf. In addition, employers must provide a pay range when offering employees a promotion or transfer into a role with different responsibilities.
A pay range refers to the span of compensation an employer expects to offer for a role, whether expressed as an annual salary or an hourly wage. Employers are required to share this information in good faith—meaning the figures should reflect a genuine and reasonable estimate of what the position is intended to pay.
Sharing Pay Ranges When Asked:
Under this law, employers must be ready to provide the pay range for a position if an employee in that role requests it. Applicants are also entitled to the same information, though in most cases they’ll have already seen it listed in the job posting. For employers, this means being prepared to answer questions like, “What’s the pay range for my role?” at any time. The range you share should be reasonable, well-documented, and reflect a fair compensation practice.
Next Steps for Employers:
If your business doesn’t yet have a documented compensation framework that outlines pay ranges for every role, now is the time to put one together. By October 29, 2025, those ranges will also need to be included in all job postings. This requirement comes from H 4890, which was signed into law by the governor on July 31, 2024.
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