Starting October 29, 2025, Massachusetts employers with 25 or more employees will be legally required to disclose salary ranges in all job postings. This means that companies must include the minimum and maximum pay they are willing to offer for a specific role, whether it's a new job listing, an internal promotion, or a job transfer.
Why is this law being implemented?
The goal of this pay transparency law is to:
Reduce wage gaps (especially for women and minorities).
Help job seekers and employees negotiate fair pay with clear expectations.
Promote equity and consistency in compensation decisions across businesses.
Encourage employers to evaluate and justify their pay structures.
How will this impact employers and HR professionals?
Compliance Requirement: Employers must ensure all job postings include salary ranges to avoid penalties.
Market Competitiveness: Companies will need to analyze their pay structures to stay competitive in hiring talent.
Workplace Transparency: Employees will gain more insight into their earning potential, reducing salary disparities.
Potential Challenges: Some employers may struggle to define fair pay ranges, and businesses offering lower wages may face difficulties attracting candidates.
(Source: Sullivan)
