Massachusetts has officially joined the ranks of states that have implemented pay equity and transparency initiatives, as new transparency requirements just took effect to add to employers’ existing data reporting requirements. Most large employers have been required to file a wage data report with the Commonwealth as of February, but now all employers with at least 25 employees must also disclose wage range information on job postings and upon request to employees and applicants. These new obligations, which just took effect on October 29, significantly impact employers and require you to navigate new challenges and potential employee unrest as previously opaque wage information becomes more accessible. We’ll explain what you need to know and provide five key action steps for you to consider to ensure compliance with the new law.

Quick Background

Gov. Maura Healy signed legislation in 2024 that amended the Massachusetts Equal Pay Act (MEPA) by adding requirements to take effect in 2025. The new data reporting obligations became effective February 1, and the new pay transparency rules took effect October 29. These requirements are discussed further below, and you can find more information about the MEPA here.

Data Reporting

In effect since February 1, most employers with 100 or more employees in the Commonwealth must now annually file an equal employment opportunity (EEO) report that contains workforce demographic and pay data categorized by race, ethnicity, sex, and job...

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