Beginning Oct. 29, 2025, the Massachusetts law on pay transparency and pay data reporting, "An Act Relative to Salary Range Transparency", will require covered employers to disclose wage ranges in job postings for a specific employment position and provide this information to applicants and current employees upon request.

The Massachusetts Office of the Attorney General released FAQ to help employers navigate their new wage transparency requirements. Below is an overview of the key provisions for employers.

Who Is a Covered Employer?

The law applies to private and public employers with at least 25 employees whose primary place of work was in Massachusetts during the prior calendar year.

To determine coverage, employers must count all individuals who performed services for wages or other compensation, including full-time, part-time, and seasonal workers, whose primary place of work is in Massachusetts.

The Attorney General's Office adopted the definition of "primary place of work" from its Massachusetts Earned Sick Time Law guidance, which refers to the location where an employee performs the majority of their work.

Employers should also include in their count:

• Employees who telecommute to a Massachusetts worksite, even if located in another state.
• Employees who telecommute from Massachusetts to an out-of-state worksite.
• Employees who permanently relocate to Massachusetts, starting their first day of work in the state.

Employers should calculate their headcount once a...

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