Looking Ahead to 2023

November 14, 2022

Upcoming Changes

Increases in the Minimum Wage and Service Rate

Massachusetts employees making minimum wage are going to see a pay increase of 75 cents per hour, effective January 1, 2023, bringing their pay to $15.00 per hour. This does not include agricultural workers whose pay remains at $8.00 per hour. Workers under the service rate (those who provide services to customers and make more than $20 a month in tips) will see an increase of 60 cents per hour, beginning in 2023, as the service rate is now $6.75. 


Changes to Massachusetts Paid Family and Medical Leave

In 2022, the maximum weekly benefit for Massachusetts Paid Family and Medical Leave is $1,084.31, however in 2023, it will increase to $1,129.82. Also, beginning in 2023, the contribution rate for employers with 25 or more covered individuals will decrease from 0.68% of eligible wages down to 0.63% of eligible wages. Employers should ensure that their wage deductions and contributions are adjusted accordingly. This is the second straight year the contribution rate has decreased.

Employees are still not permitted to use their accrued sick or vacation leave to “top off” their weekly benefit. While there may have been rumors that Massachusetts was planning to change this in 2023, no such change appears forthcoming. 


If you have questions about these topics, or any other general employment issues, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

The Royal Law Firm Attorneys Receive Finding of No Reasonable Cause at CHRO.

June 18, 2025
Royal attorneys successfully obtained a dismissal at the Connecticut Commission on Human Rights and Opportunities. The Complainant alleged discrimination based on race, color and sex. Royal attorneys argued that the Complainant was not subjected to any adverse employment action and thus could not establish a prima facie cause of discrimination. Royal attorneys also argued that Complainant’s allegations of a hostile work environment and harassment fell short. The Complainant was performing her jobs duties in such a way that it was putting the employer at risk. Complainant’s direct supervisor devised a plan to mitigate the risk the employer was facing and help Complainant improve the quality of her work going forward. It was not disciplinary action, and Complainant was considered an employee in good standing at the time she filled her allegations of discrimination. CHRO agreed that there was insufficient proof to sustain a discrimination or hostile work environment claim and that “if anything, it revealed a disagreement in management styles that does not amount to discrimination and/or harassment under Connecticut law,” and dismissed the case against our client.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
Brandon Calton is now admitted to the United States District Court, Connecticut! The Royal Law Firm is passionate about expanding our reach so that we can better serve our clients and their needs. Brandon is admitted in Massachusetts, the United States District Court of Massachusetts, and the United States District Court of Connecticut.