{"id":6765,"date":"2012-05-11T19:30:00","date_gmt":"2012-05-12T00:30:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6765"},"modified":"2026-07-27T03:54:43","modified_gmt":"2026-07-27T08:54:43","slug":"massachusetts-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/massachusetts-employment-law\/","title":{"rendered":"Massachusetts employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Massachusetts has many laws that provide greater protections to employees than federal law, including a higher minimum wage, health care continuation coverage obligations for smaller employers and sick leave, but generally follows federal law with respect to topics such as military leave and occupational safety and health.&nbsp;<\/p>\n\n\n\n<p class=\"\">Select Massachusetts employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equal-employment-opportunity\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Fair Employment Practices Law (FEPL), also known as Chapter 151B, prohibits certain employers from discriminating against current and prospective employees on the basis of protected characteristics, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religious creed;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin;&nbsp;<\/li>\n\n\n\n<li class=\"\">Ancestry;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy, childbirth and related medical conditions;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age (over 40);&nbsp;<\/li>\n\n\n\n<li class=\"\">Criminal record (inquiries only);&nbsp;<\/li>\n\n\n\n<li class=\"\">Disability;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation;&nbsp;<\/li>\n\n\n\n<li class=\"\">Gender identity;&nbsp;<\/li>\n\n\n\n<li class=\"\">Qualified handicap;&nbsp;<\/li>\n\n\n\n<li class=\"\">Genetics; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Military\/veteran status.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The FEPL also prohibits sexual harassment and prohibits retaliation against individuals who oppose an unlawful practice, file a complaint or cooperate in an investigation.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts prohibits an employer from paying employees less than employees of the opposite sex for comparable work. The law also prohibits an employer from penalizing or in any way discriminating against an employee because the employee is seeking his or her rights to equal pay under wage and hour laws.&nbsp;<\/p>\n\n\n\n<p class=\"\">Wage differentials may be permissible if based upon:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A seniority system;&nbsp;<\/li>\n\n\n\n<li class=\"\">A merit system;&nbsp;<\/li>\n\n\n\n<li class=\"\">A system measuring earnings by quantity or quality of production, sales or revenue;&nbsp;<\/li>\n\n\n\n<li class=\"\">The geographic location where a job is performed;&nbsp;<\/li>\n\n\n\n<li class=\"\">Education, training or experience (if reasonably related to the job); or&nbsp;<\/li>\n\n\n\n<li class=\"\">Travel that is a regular and necessary condition of the job.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may not reduce the wages of any employee solely in order to comply with the law.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts has a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a> that requires certain employers to include a pay range in any advertisement or job posting intended to recruit applicants for a specific role. Covered employers must also share a pay range:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">With an employee upon employee&#8217;s request, for their current role;&nbsp;<\/li>\n\n\n\n<li class=\"\">With an applicant upon request, for the role to which they are applying; and&nbsp;<\/li>\n\n\n\n<li class=\"\">With an employee offered a promotion or transfer to a new position with different job responsibilities, for the offered new role.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts restricts an employer&#8217;s ability to obtain a prospective employee&#8217;s salary history when recruiting and hiring candidates. In particular, an employer is prohibited from seeking the wage or salary history of a prospective employee or current or former employer or requiring that a prospective employee&#8217;s prior wage or salary history meet certain criteria. However, an employer may:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Confirm prior wages or salary or permit a prospective employee to confirm prior wages or salary, if the prospective employee voluntarily disclosed such information; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Seek or confirm a prospective employee&#8217;s wage or salary history after an employment offer with compensation has been negotiated and made.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights&nbsp;<\/h3>\n\n\n\n<p class=\"\">The equal pay law prohibits an employer from requiring as a condition of employment that an employee refrain from inquiring about, discussing or disclosing information about the employee&#8217;s own wages or any other employee&#8217;s wages.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation&nbsp;<\/h3>\n\n\n\n<p class=\"\">Amendments to the FEPL under the Massachusetts Pregnant Workers Fairness Act (MPWFA) require an employer with six or more employees to provide reasonable accommodations for an employee&#8217;s pregnancy or pregnancy-related condition, including lactation or the need to express milk for a nursing child. A reasonable accommodation includes, but is not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Rest breaks;&nbsp;<\/li>\n\n\n\n<li class=\"\">Time off;&nbsp;<\/li>\n\n\n\n<li class=\"\">Equipment or seating;&nbsp;<\/li>\n\n\n\n<li class=\"\">Temporary transfer;&nbsp;<\/li>\n\n\n\n<li class=\"\">Job restructuring;&nbsp;<\/li>\n\n\n\n<li class=\"\">Light duty;&nbsp;<\/li>\n\n\n\n<li class=\"\">Private nonbathroom space for expressing breast milk;&nbsp;<\/li>\n\n\n\n<li class=\"\">Assistance with manual labor; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Modified work schedule.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Certain Massachusetts employers must permit an employee to take a break to breastfeed or express milk as often as needed. Breaks may be paid or unpaid, however, an employer that provides paid breaks must allow an employee to use them for breastfeeding or expressing milk. &nbsp;<\/p>\n\n\n\n<p class=\"\">An employer must provide a private, nonbathroom space in which to breastfeed or express milk, such as a private room or office. The space should be free from intrusion and allow employees to comfortably express milk or breastfeed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer must provide employees with access to their personnel files within five business days of receiving the employee&#8217;s written request. The employer is obligated to allow an employee access two times per calendar year.&nbsp;<\/p>\n\n\n\n<p class=\"\">The employer must notify an employee within 10 days after placing disciplinary information in the employee&#8217;s personnel file, or information that negatively reflects on the employee&#8217;s qualification for continued employment, promotion, transfer or increased compensation.&nbsp;<\/p>\n\n\n\n<p class=\"\">If an employee finds information that he or she believes to be untrue or inaccurate, the employee and employer may mutually agree to amend, revise or remove the information. If an agreement cannot be reached, the employee has a right to include explanatory information in the file.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer with 20 or more employees is required to keep certain information, if prepared by the employer, in an employee&#8217;s personnel record. Such employers must keep complete personnel records for at least three years after the employment relationship ends.&nbsp;<\/p>\n\n\n\n<p class=\"\">Employees also have rights related to their own payroll records.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower protections&nbsp;<\/h3>\n\n\n\n<p class=\"\">The False Claims Act prohibits employers from:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Making, adopting or enforcing any rule, regulation or policy preventing an employee from disclosing information to a government or law enforcement agency or from acting to further a false claims action; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Retaliating against an employee for lawfully disclosing information to a government or law enforcement agency or for furthering a false claims action.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">scheduling law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/onboarding\/massachusetts-new-hire-documents-notices-guide\/\">recruiting and hiring<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks\" style=\"font-style:normal;font-weight:500\">Credit checks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts has a law that mandates detailed notice, authorization and other procedures when obtaining a consumer report from a consumer reporting agency for the purpose of serving as a factor in establishing an applicant&#8217;s eligibility for employment. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-and-fair-chance\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer with six or more employees is prohibited from <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">inquiring about a job applicant&#8217;s criminal history<\/a> on its initial written application form. Employers that are statutorily prohibited from hiring ex-offenders are exempt from this provision. An employer may inquire about criminal history later in the application process (e.g., in an interview).&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify&nbsp;<\/h3>\n\n\n\n<p class=\"\">There are no state-specific requirements for private employers related to the use of <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify<\/a> in Massachusetts.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to comply with certain wage and hour requirements. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under the Minimum Fair Wage Law, the <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-rates-by-state-and-municipality\/\">minimum wage<\/a> for most employees is $15.00 per hour. There are exceptions to the minimum wage law, and a separate minimum wage rate exists for certain employees (e.g., tipped employees).&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nonexempt employees must be paid one-and-one-half times their regular hourly rate for all hours worked in excess of 40 hours in a given workweek. Certain categories of employment and workplaces are exempt from the <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">state overtime requirement<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"\">Retail employers with eight or more employees must pay nonexempt employees at least one and one-tenths times their regular hourly rate of pay for work hours worked on Sundays and certain holidays. However, an employer may not require employees to work on Sundays or legal holidays, and an employee&#8217;s refusal to work may not be grounds for termination, discrimination or a reduction in hours.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employees who work a period of more than six hours are entitled to a 30-minute <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">meal break<\/a> for every six hours worked. This time can be paid or unpaid. Employees must be free to leave the premises and are allowed to pray during meal breaks. However, this law does not apply to certain types of employers (e.g., certain factory work) and where exemptions are granted by the Attorney General.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws<\/a> in Massachusetts restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/p>\n\n\n\n<p class=\"\">All minors under the age of 18 are prohibited from working in certain occupations, including:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Repairing tracks;&nbsp;<\/li>\n\n\n\n<li class=\"\">Operating or managing hoisting machines;&nbsp;<\/li>\n\n\n\n<li class=\"\">In or about blast furnaces; and&nbsp;<\/li>\n\n\n\n<li class=\"\">In any distillery, brewery or other establishment where alcoholic beverages are manufactured, packed, wrapped or bottled.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">In addition, minors under the age of 16 are prohibited from working in a variety of other occupations such as in mercantile establishments, barber shops and public bowling alleys.&nbsp;<\/p>\n\n\n\n<p class=\"\">Whether or not school is in session, minors who are 16 or 17 years old may work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">48 hours a week;&nbsp;<\/li>\n\n\n\n<li class=\"\">Nine hours a day;&nbsp;<\/li>\n\n\n\n<li class=\"\">Six days a week; and&nbsp;<\/li>\n\n\n\n<li class=\"\">From 6 a.m. to 10 p.m. (may be later if the next day is not a regularly scheduled school day).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors who are 14 or 15 years of age may not work during school hours and may work only between 6:30 a.m. and 7:00 p.m. during the school year (to 9:00 p.m. from July 1 through Labor Day).&nbsp;<\/p>\n\n\n\n<p class=\"\">Minors who are 14 or 15 years of age may not work more than:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">18 hours a week when school is in session (40 hours when school is not in session);&nbsp;<\/li>\n\n\n\n<li class=\"\">Three hours a day on school days;&nbsp;<\/li>\n\n\n\n<li class=\"\">Eight hours a day on Saturdays, Sundays and holidays, and when school is not in session; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Six days a week.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors working more than six hours during a calendar day must receive an unpaid meal break of at least 30 minutes.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/massachusetts-payroll-wage-payment-compliance-guide\/\">employee pay<\/a> and benefits. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts employers are required to pay wages by cash, or by check redeemable at face value without discount or deduction. State consumer laws permit mandatory <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">direct deposit<\/a> of wages, but only if the employee is permitted to choose the financial institution into which his or her wages will be deposited.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nonexempt employees who are <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">paid on an hourly basis<\/a> must be paid weekly or biweekly. Exempt employees may be paid biweekly or semimonthly, unless the employee elects to be paid monthly.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer may make <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">deductions from an employee&#8217;s wages<\/a> if required by state or federal law or court order, with the employee&#8217;s written authorization or for other permissible reasons, including but not limited to child support withholding, creditor garnishments and tax levies.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts employers must provide employees with a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">pay slip, check stub or envelope<\/a> showing the employer&#8217;s and employee&#8217;s names, the pay date, the number of hours worked, the hourly rate and the nature and amount of deductions or increases made for the pay period.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts does not have a wage theft law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under the Massachusetts health care continuation law, group health policies issued to employers with two to 19 employees must include continuation coverage. Continuation coverage must be extended to employees and their covered dependents who experience a loss of coverage as a result of a qualifying event. Massachusetts law mirrors the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) with regard to qualifying events and timelines.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#massachusetts-leave-laws\">time off and leaves of absence<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Massachusetts Parental Leave Act (MPLA) applies to employers with six or more employees or employers of domestic workers of any size. It provides for up to eight weeks of unpaid leave for:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The birth or care of a newborn child;&nbsp;<\/li>\n\n\n\n<li class=\"\">The adoption of or intent to adopt a child under the age of 18; or&nbsp;<\/li>\n\n\n\n<li class=\"\">The adoption of or intent to adopt a child under the age of 23 who is mentally or physically disabled.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employees who are not domestic workers are eligible for the leave if they:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Are employed full-time; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Have completed the initial probationary period set by the employer (not to exceed three months) or, if the employer does not have a probationary period, have been employed for at least three consecutive months.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Under the <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/fmla-in-massachusetts\/\">Massachusetts paid family and medical leave (PFML) law<\/a>, employees are eligible to take up to 26 weeks of family and medical leave per year. PFML benefits are paid for by a combination of employer and employee contributions. PFML may be taken for the following reasons:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Family leave for:\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Bonding with a newborn child, newly adopted child or newly placed foster child;&nbsp;<\/li>\n\n\n\n<li class=\"\">A qualifying exigency related to a family member&#8217;s active duty or impending call or order to active duty in the Armed Forces;&nbsp;<\/li>\n\n\n\n<li class=\"\">Caring for a family member who is a covered servicemember; and&nbsp;<\/li>\n\n\n\n<li class=\"\">The serious health condition of a family member; and&nbsp;<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li class=\"\">Medical leave for the covered individual&#8217;s own serious health condition.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under the Earned Sick Time Law (ESTL), eligible employees may take <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-sick-leave-by-state\/\">sick and safe leave<\/a> for the following reasons:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Diagnosis, care or treatment of the employee&#8217;s or a covered family member&#8217;s illness, injury or medical condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">Preventive care or routine medical appointments for the employee or a covered family member;&nbsp;<\/li>\n\n\n\n<li class=\"\">To address the effects of domestic violence against the employee or the employee&#8217;s child;&nbsp;<\/li>\n\n\n\n<li class=\"\">To travel to or from an appointment, a pharmacy or other location related to the purpose for which leave was taken; or&nbsp;<\/li>\n\n\n\n<li class=\"\">To address the employee&#8217;s own physical and mental health needs, and those of their spouse, if the employee or the employee&#8217;s spouse experiences pregnancy loss or a failed assisted reproduction, adoption or surrogacy.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer with 11 or more employees must provide paid leave, while an employer with fewer than 11 employees must provide unpaid leave.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employee is eligible for sick and safe leave if their primary place of work is in Massachusetts, regardless of where the employer is located.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements&nbsp;<\/h3>\n\n\n\n<p class=\"\">In addition to the MPLA and MESTL, a Massachusetts employer may also be required to comply with other leave and time off laws, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Small necessities leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-wellbeing\/domestic-violence-sexual-assault-stalking-leave-and-accommodation-laws\/\">Domestic violence leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Emergency responder leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Court appearance leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/voting-leave-laws-by-state\/\">Voting leave<\/a> (covering employers in the manufacturing, mechanical and mercantile industries);&nbsp;<\/li>\n\n\n\n<li class=\"\">Time off on Veterans Day\/Memorial Day; and&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/day-of-rest-requirements-by-state\/\">Day of rest requirements<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to follow certain requirements with respect to employee health and safety. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health&nbsp;<\/h3>\n\n\n\n<p class=\"\">The safety and health of Massachusetts and employees is regulated by federal OSHA, as well as through state plan laws.&nbsp;<\/p>\n\n\n\n<p class=\"\">Private sector employers in Massachusetts fall under the jurisdiction of federal OSHA for compliance and enforcement and must follow the appropriate Code of Federal Regulations (CFR) that applies to their industry and work practices. Federal government employees are also covered by the federal OSH Act.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing&nbsp;<\/h3>\n\n\n\n<p class=\"\">Massachusetts does not prohibit or specifically regulate <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">drug and alcohol testing of employees or job applicants<\/a>, and employers may establish their own testing policies.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">With limited exceptions, under the Massachusetts Smoke-Free Workplace Law, an employer must provide a smoke-free environment for all employees working in an enclosed workplace. &#8220;No smoking&#8221; signs must be prominently posted where smoking is prohibited.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employers and property owners in Massachusetts may create weapons policies that limit or prevent individuals and employees from bringing <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">concealed weapons on the premises<\/a>. Signage also serves as a warning and should be implemented along with written policies.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">All drivers are prohibited from texting and from writing, sending or reading electronic messages while operating a vehicle. Drivers over 18 may make or place calls, but using the device cannot interfere with driving and one hand must be on the wheel at all times. Drivers under 18 are banned from using cell phones for any purpose while operating a vehicle.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">Final wages<\/a> are due to employees as follows:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">An employee who resigns must be paid in full by the following regular payday or, in the absence of a regular payday, by the following Saturday.&nbsp;<\/li>\n\n\n\n<li class=\"\">A terminated (fired or laid off) employee must be paid all wages due and owing on the day of termination.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Upon separation from employment, employees must be compensated for unused vacation time that they have earned.&nbsp;<\/p>\n\n\n\n<p class=\"\">Special rules apply if an employer owes wages to an employee who has died without a will.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Massachusetts law, any employer closing a facility (i.e., a plant, factory or other business location with 50 or more employees located within Massachusetts) must promptly report the impending closure to the director of the Massachusetts Department of Labor and Workforce Development (the commissioner).&nbsp;<\/p>\n\n\n\n<p class=\"\">After making an independent investigation, the commissioner will certify whether a plant closing has occurred or will occur if at least 90 percent of the employees of a facility have been or will be terminated within six months (or another period chosen by the commissioner). Certification entitles a separated employee to reemployment assistance benefits.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">Massachusetts does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#equal-employment-opportunity\">EEO and worker protections<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#recruiting-hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#ai-in-employment\">AI in employment<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\" id=\"h-get-the-full-picture\" style=\"font-style:normal;font-weight:500\">Get the full picture.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide.  Get a free quote for HR &amp; Compliance Center today.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.brightmine.com\/us\/quote\/?intcmp=hrcc-resources|premium-resources|button|quote|Get-a-quote\" style=\"border-radius:25px\">Get a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/the-next-wave-of-immigration-compliance-preparing-for-increased-enforcement\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/27051650\/professional-speaking-during-office-meeting-discussion.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/the-next-wave-of-immigration-compliance-preparing-for-increased-enforcement\/\">The next wave of immigration compliance: Preparing for increased enforcement<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Heightened immigration enforcement is creating new compliance challenges for employers. Discover what HR leaders need to know about &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-benefits-compliance\/massachusetts-shifts-pfml-contributions-from-medical-to-family-leave\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17044925\/Cozy-office-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-benefits-compliance\/massachusetts-shifts-pfml-contributions-from-medical-to-family-leave\/\">Massachusetts shifts PFML contributions from medical to family leave<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Massachusetts employers should prepare for updated PFML contributions. Explore the shift from medical leave funding to family leave.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/new-jersey-claims-job-protections-for-temporary-disability-and-family-leave-insurance-benefits\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/28084308\/person-using-smartphone-while-working-on-laptop-at-desk-2.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/new-jersey-claims-job-protections-for-temporary-disability-and-family-leave-insurance-benefits\/\">New Jersey claims job protections for temporary disability and family leave insurance benefits<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">New Jersey law provides job protections for workers claiming disability and family leave benefits. Learn the requirements and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Massachusetts employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"employment-law-overview","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6765","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Massachusetts employment law overview | Brightmine<\/title>\n<meta name=\"description\" content=\"Massachusetts employment law overview | This guide provides an overview of key Massachusetts employment laws employers should know.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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