Massachusetts Becomes 11th State to Adopt a Pay Transparency Law

August 7, 2024

On July 31, 2024, Massachusetts became the 11th state to adopt a pay transparency act when Governor Maura Healy signed “An Act Relative to Salary Range Transparency" into law. This law will take effect on July 31, 2025 with a portion of it beginning February 1, 2025.


Under this law, Massachusetts employers with 25 or more employees will be required to include salary range information on all job postings and provide this information to both applicants and current employees regarding their positions. Additionally, employers with more than 100 employees will need to disclose demographic and pay data to the Commonwealth by filing an annual wage report, known as an aggregate wage data report, with the state Executive Office of Labor and Workforce Development. Although these reports will not be public record, the Commonwealth will compile the data into an aggregate report, broken down by industry, which will be posted on the Department of Labor and Workforce Development’s website no later than July 1 each year, starting in 2025.


The purpose of this law is to promote pay transparency and protect workers’ rights by ensuring they have access to salary range information, whether they are applying for a new position, seeking a promotion, or facing a transfer within their current organization.


Key Dates to Remember

Employers must implement two key practices:

1.     By February 1, 2025, employers with 100 or more employees must submit their pay data to the Commonwealth.

2.     By July 31, 2025, all employers with 25 employees or more must ensure that salary or wage information is included in all job postings. Failure to comply may result in fines or citations.


Prepare Early

Although the effective dates may seem distant, it is crucial to prepare in advance. Employers should establish pay ranges for each position and integrate these ranges into job postings as a standard practice. To proactively address potential issues, employers should also consider conducting a pay equity audit to identify and address any existing pay disparities that could impact the business.   


Employers should consult with their employment counsel to develop a plan to avoid fines or citations. The Attorney General will have the authority to enforce this law through fines and/or civil citations. Initial violations will be subject to warnings, with subsequent offenses incurring fines ranging from $500 to $25,000 for a fourth or any subsequent offenses.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

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.

Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.