As 2026 begins, employers should be mindful of Massachusetts employment law developments that may affect a range of compliance obligations. New pay transparency requirements that took effect in 2025 will continue to impact covered employers’ pay range disclosure and reporting obligations and require prompt review of job postings and policies as well as practices around setting pay ranges. Scheduled increases to the Massachusetts Paid Family and Medical Leave Benefit Cap will also take effect. In addition, legislative activity and litigation may impact wage requirements and the enforceability of noncompete agreements. In light of these developments, employers should review their compliance strategies and stay alert to further changes in the year ahead.
The Massachusetts Wage Transparency Act took effect in 2025. Under the law, as of 29 October 2025, Massachusetts employers with 25 or more employees are required to disclose pay ranges in all job postings and to current employees or applicants upon request, including for remote and hybrid roles tied to Massachusetts worksites.
Employers must also submit equal employment opportunity reports to the Secretary of the Commonwealth, and noncompliance can result in escalating penalties, with a two-day grace period to correct violations through October 2027.
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