The wave of state laws requiring employers to transparently disclose salaries, hourly rates, and benefits for the world to see—a policy aimed at putting more information (read, power) in the hands of workers—now continues in Massachusetts, which has added its own Yankee twist to its new pay transparency law.
Since Colorado started the proverbial ball rolling in 2019, nearly half of U.S. states have active or pending pay disclosure laws on the books. In joining this effort, the Massachusetts law requires employers with 25 or more employees to disclosure pay ranges to both prospective and current employees upon request. The law also requires a disclosure of this information to employees who are offered promotions, transfers, or laterals to new positions with differing job responsibilities.
Massachusetts’ recent legislative efforts to codify pay transparency were recently signed into law on July 31 by Governor Maura Healey. Demarcated as H.4890, the law is set to take effect on July 31, 2025. In keeping with our previous observations (here and here), that employers should expect to see a continuing push towards removing a significant portion of the guesswork from the employment application process for its citizens, Massachusetts is the most recent state to join in the chorus.
The Massachusetts law generally works like other state pay transparency laws. As an added wrinkle, however—and fairly unique among such laws—the new law is set to be enforced in tandem with Massachusetts...
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