News Summary
Starting October 29, 2025, Massachusetts will require employers with 25 or more employees to disclose salary ranges in job postings. This law aims to combat the gender pay gap by enhancing pay transparency, allowing employees to request pay ranges for current jobs and promotions. Despite concerns about potential employer manipulation, advocates believe this law could significantly impact salary equity, especially for women and people of color.
Boston, Massachusetts – A new law will take effect on October 29, 2025, in Massachusetts mandating that employers disclose salary ranges in job postings, a move aimed at reducing the persistent gender pay gap. The law will apply to companies with 25 or more employees, compelling them to include pay ranges for all job openings, including positions that offer remote work, provided the employee’s primary work location is within the state.
The legislation is part of a broader effort to enhance pay transparency, which has been linked to improved negotiation outcomes for employees. Research indicates that women, in particular, often underestimate their salary expectations when job postings lack specified pay ranges. Furthermore, recent data shows that full-time working women earned an average of 80.9% of what men earned last year—marking a widening of the gender pay gap for the second consecutive year.
Under the new law, existing employees will also have the right to request the pay range for their current position or for promotions. The disclosed pay range must reflect the minimum and maximum salary or hourly wage that an employer reasonably believes they would offer when announcing the job. Although the law does not mandate employers to include details pertaining to bonuses or benefits, it delineates serious repercussions for retaliatory actions against employees or applicants who request salary information. Enforcement of these rules will fall to the Attorney General’s Office, and penalties for non-compliance will include a two business-day grace period for correction after a violation notice is received.
The law affects employers with a diverse workforce, including part-time, seasonal, and remote workers, as employers are required to calculate their headcount based on all types of employees. The definition of “primary place of work” under the law refers to the location where an employee performs the majority of their job duties.
Historically, women of color, particularly Black and Hispanic women, have encountered even greater challenges within the labor market, consistently earning the lowest wages among various demographic groups. Despite a significant representation of women in higher education and cultural shifts toward gender equity, the pay disparity remains a pressing issue.
The push for a transparency law in Massachusetts aligns with similar efforts seen in other areas, such as the UK, which has spurred scandals that revealed significant pay disparities, leading to public resignations among high-profile employees. There is also evidence to suggest that workplaces that adopt pay transparency policies see enhancements in productivity and job satisfaction, although the effectiveness of such measures can be heavily influenced by how they are designed and implemented.
While the law has garnered optimism for its potential to influence salary structures positively, critics caution that some employers might manipulate the pay ranges disclosed in job postings to exploit the intention behind the transparency initiative. Employees are still encouraged to take proactive steps in their salary negotiations, including networking and directly asking colleagues about their earnings to better inform their discussions about pay.
As Massachusetts prepares for the new pay transparency law, many remain hopeful that it will lead to meaningful changes in closing the wage gap, particularly for women and people of color. However, there is still uncertainty about the overall impact it will have on average salaries across different sectors and demographics.
Deeper Dive: News & Info About This Topic
- K&L Gates: What Employers Should Do Before October 29, 2025
- Forbes: Massachusetts Pay Transparency Law Takes Effect
- Jackson Lewis: Massachusetts Pay Transparency Law – What Employers Need to Do
- JD Supra: Massachusetts Pay Transparency Law – Key Points
- Boston.com: Massachusetts Pay Transparency Law Overview
- Wikipedia: Pay Transparency
- Encyclopedia Britannica: Wage Discrimination
- Google Search: Massachusetts Pay Transparency
- Google News: Massachusetts Pay Transparency Law
- Google Scholar: Pay Transparency
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