Starting July 31, 2025, Massachusetts will require companies with 25 or more employees to disclose salary ranges not just for job postings, but also for internal promotions and transfers. Here’s a clear breakdown of what you need to prepare for:
What’s Required?
- Job Postings: Anytime you post a job opening, either internally or externally, you’ll need to include the salary range (or hourly pay) that you realistically expect to offer for the position. This allows applicants to know what to expect in terms of compensation before applying.
- Promotions & Transfers: If you’re promoting someone within your company or transferring them to a new role, you are required to disclose the salary range for that new position. This ensures that employees moving up or across the company are informed about what their compensation will look like before accepting a new role.
- Upon Employee Request: Employers must also provide an employee with the salary range for their current position if they request it. This provision ensures employees have access to information about their compensation.
Key Dates to Remember
● July 31, 2025: This is the deadline for when you need to start including salary ranges in all job postings and promotions.
● If your company has fewer than 100 employees, you are not required to submit detailed wage data reports to the state, which applies to larger companies.
Why It Matters
This law is designed to promote fair pay and transparency in the workplace. By sharing salary ranges upfront, both applicants and employees are better informed, which helps prevent wage disparities based on gender, race, or other factors. It also builds trust within an organization by making compensation information more open.
Questions? Contact Us Today! Chameleon Strategies, LLC
Email: missy@chameleon-strategies.com
www.chameleon-strategies.com
