{"id":6972,"date":"2024-07-25T09:16:00","date_gmt":"2024-07-25T09:16:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=6972"},"modified":"2025-04-17T16:20:03","modified_gmt":"2025-04-17T16:20:03","slug":"massachusetts-pay-transparency-law-passed-by-legislature","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/massachusetts-pay-transparency-law-passed-by-legislature\/","title":{"rendered":"Massachusetts pay transparency law passed by legislature"},"content":{"rendered":"\n
<\/span>\"Brightmine
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Massachusetts Poised to Enact Pay Transparency Law<\/h1>\n\n\n\n

A Massachusetts pay transparency law, H. 4890, has been passed by the state legislature. If signed, the law would require employers to include pay information in job postings<\/p>\n<\/div>\n<\/div>\n\n\n\n

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\"Brightmine<\/figure>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n
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Published: July 25, 2024 | by Emily Scace<\/strong>, Senior Legal Editor at Brightmine<\/p>\n\n\n\n

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Update:<\/strong> Gov. Maura Healey signed H. 4890<\/a> on July 31.<\/p>\n<\/div>\n\n\n\n

The Massachusetts<\/a> legislature has passed a bill that would require employers<\/a> to include pay information in job postings. The bill now goes to Gov. Maura Healey, who has until August 3 to sign or veto it.<\/p>\n\n\n\n

H. 4890 would require employers with 25 or more employees in Massachusetts to include a pay range in any advertisement or job posting intended to recruit applicants for a specific role. Both employers’ direct recruiting efforts and those done indirectly through recruiters and other third parties would be covered.<\/p>\n\n\n\n

Employers would also be required to share a pay range upon request with an employee for their current role and with an applicant for an open role. Upon being offered a promotion or transfer to a new position with different job responsibilities, employees would be entitled to learn the pay range for the new role.<\/p>\n\n\n\n

The bill does not contain a private right of action; instead, the state attorney general would have the power to enforce the law. Violations would be punished by a warning for the first offense, a fine up to $500 for the second offense, and a fine up to $1,000 for the third offense. One or more job postings made by the same employer within a 48-hour period would be considered a single offense.<\/p>\n\n\n\n

H. 4980 would take effect 90 days after signature, with the pay transparency requirements kicking in one year later. Therefore, affected employers are likely to face a compliance deadline in late October or early November 2025.<\/p>\n\n\n\n

Twelve other states<\/a> and the District of Columbia have enacted similar pay transparency laws.<\/p>\n\n\n\n

In addition to the pay transparency provisions, under H. 4890, the Massachusetts Secretary of the Commonwealth would collect workforce demographic data that employers are already required to submit to the federal Equal Employment Opportunity Commission (EEOC). Employers subject to federal EEO-1, EEO-3, EEO-4 or EEO-5 reporting requirements would be required to file that same information – and “any successor report containing the same or substantially similar work demographic and pay data” – with the state each year.<\/p>\n\n\n\n

Although the EEO-1 and other federally required data reports do not currently contain information on employee compensation, that may soon change. The EEOC announced<\/a> in the Spring 2024 Unified Agenda, published earlier this month, that it plans to propose a rule regarding pay data collection in January 2025.<\/p>\n<\/div>\n\n\n\n

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About the author<\/h3>\n\n\n\n
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\"Emily<\/figure>\n<\/div>\n\n\n\n
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Emily Scace, JD<\/strong>
Senior Legal Editor, Brightmine<\/p>\n\n\n\n

Emily Scace has more than a decade of experience in legal publishing. As a member of the Brightmine editorial team, she covers topics including employment discrimination and harassment, pay equity, pay transparency and recruiting and hiring.<\/p>\n\n\n\n

Emily holds a Juris Doctor from the University of Connecticut School of Law and a Bachelor of Arts in English and psychology from Northwestern University. Prior to joining Brightmine, she was a senior content specialist at Simplify Compliance. In that role, she covered a variety of workplace health and safety topics, was the editor of the OSHA Compliance Advisor newsletter, and frequently delivered webinars on key issues in workplace safety.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

A Massachusetts pay transparency law, H. 4890, has been passed by the state legislature. If signed, the law would require employers to include pay information in job postings<\/p>\n","protected":false},"author":28,"featured_media":8294,"comment_status":"closed","ping_status":"closed","template":"resources","categories":[55],"tags":[],"topic":[26,67],"class_list":["post-6972","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-hr-news","topic-pay-equity","topic-pay-transparency"],"_lnrs_read_more":"","yoast_head":"\nMassachusetts pay transparency law passed by legislature<\/title>\n<meta name=\"description\" content=\"A Massachusetts pay transparency law has been passed. 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