Joining an ever-growing list of states, Massachusetts enacted the Frances Perkins Workplace Equity Act (the Act), which includes new job posting pay transparency requirements.

Pay Range Disclosures

Effective October 29, 2025, Massachusetts employers with 25 or more employees must establish a pay range for each position and disclose that pay range in all job postings. A “pay range” is defined as “the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such a position at that time.”

In addition, the law provides employees and applicants have a right to know the pay range when applying for a position, upon promotion, transfer, when otherwise starting a new role, and upon request while in their current position. Employers are also prohibited from retaliating against employees who seek to exercise their rights under the law.

Employers must disclose pay ranges, in compliance with the law, no later than October 29, 2025.

Penalties for Non-Compliance

Employers that fail to comply are subject to the following penalties:

• A warning for the first offense;
• A fine of not more than $500 for the second offense;
• A fine of not more than $1,000 for the third offense; and
• A fourth or subsequent offense shall be subject to civil fines increasing from $2,500 to $7,500.

The Act also provides a “two-business-day cure period” until October 29, 2027. Until that date, employers will have two business days to cure defects upon receipt of a Notice to Cure letter from the state Attorney General’s Office.

If you have any questions regarding these new Massachusetts requirements, simply reply to this Alert or reach out to the Silberman Law attorney with whom you work.