Overview
- Massachusetts’ law requires employers with 25 or more Massachusetts employees to include a good‑faith pay range in all job postings starting October 29, covering internal and external ads, third‑party listings, and certain remote roles tied to the state.
- Covered Massachusetts employers must also provide pay ranges to applicants and employees on request, including during hiring, promotions, transfers, or when current employees ask about their own pay range.
- The Massachusetts Attorney General will enforce the statute, with a two‑business‑day cure period for the first two years and potential civil fines up to $25,000 per violation, along with anti‑retaliation protections.
- Separately, Massachusetts employers with 100 or more employees that file federal EEO reports must submit those reports annually to the Secretary of the Commonwealth, with the first submission due February 1, 2025 and ongoing yearly filings.
- Cleveland’s ordinance takes effect October 27 for private employers with 15 or more employees, requiring salary ranges in job announcements and prohibiting salary‑history inquiries, while Delaware’s law starting in September 2027 will require pay ranges plus a general description of benefits for most employers with 26 or more employees.