Massachusetts is set to enforce its new pay transparency requirements on October 29, 2025, and employers that haven’t yet taken action are quickly running out of time.
The Frances Perkins Workplace Equity Act introduces significant new requirements for covered employers. It mandates pay range disclosures in job postings, establishes a right for applicants and employees to request salary information, and imposes a separate wage data reporting obligation on larger employers. Together, these requirements will reshape hiring and compensation practices across the state.
The law applies to any employer with 25 or more employees whose primary place of work was in Massachusetts during the prior calendar year. This includes full-time, part-time, seasonal, and temporary workers. Employers must calculate their headcount by averaging the number of employees on payroll across all pay periods for the year.
Remote work expands the scope of that analysis. The Massachusetts Attorney General has clarified that “primary place of work” includes employees who live and work remotely from Massachusetts, as well as those who telecommute to a Massachusetts office from another state. An out-of-state company that employs enough Massachusetts-based workers may meet the coverage threshold, even without a physical presence in the Commonwealth.
Pay range disclosures are also required in job postings for any position that could reasonably be performed in...
Tamil Nadu Minister for Agriculture and Farmers’ Welfare M.R.K. Panneerselvam on Saturday (November 22, 2025) accused the Opposition parties of spreading false allegations against the State govern...