Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 04 SEPTEMBER 2025

Massachusetts Pay Transparency Act Pay Range Posting Provision Set To Take Effect October 29

Duane Morris LLP
Duane Morris LLP
Contributor
Explore more from Duane Morris LLP

As we reported last year, the Massachusetts Pay Transparency Act's requirement to include pay ranges in job postings takes effect on October 29, 2025.

United StatesEmployment and HR
Bronwyn L. Roberts
Bronwyn L. Roberts
Charlotte Drew
Charlotte Drew
Author LinkedIn connections

As we reported last year, the Massachusetts Pay Transparency Act's requirement to include pay ranges in job postings takes effect on October 29, 2025. Beginning on that date, employers with 25 or more employees in Massachusetts must disclose pay ranges of employment positions on job postings and provide pay range information to existing employees (i) who are offered promotions, transfers and new positions or (ii) upon employee request. "Pay range" is defined as annual salary or hourly wage range the employer "reasonably" and "in good faith" expects to pay for the position. This does not include bonuses, commissions or benefits.

What Employers Need to Do

  • Review salary bands for existing positions and ensure that there are no pay differential issues in your workforce.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Disclaimer: This Alert has been prepared and published for informational purposes only and is not offered, nor should be construed, as legal advice. For more information, please see the firm's full disclaimer.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Treasury Issues Temporary Regulations On Trump Accounts And Contributions

The U.S. Department of the Treasury and IRS recently issued temporary regulations that provide an immediately effective framework for establishing and administering “Trump Accounts,” including broad automatic enrollment and large-scale contributions funded by governmental and charitable donors. The regulations became effective September 30, 2026, apply to taxable years beginning on or after January 1, 2026, and expire September 30, 2029.
United StatesEmployment and HR
Fennemore Craig, P.C.
Fennemore Craig, P.C.
Article

DOL Announces Enforcement Actions Against Employers In H-1B And PERM Fraud Probe

The Trump Administration has launched an unprecedented enforcement action suspending permanent labor certification processing for eight major employers, linking immigration sponsorship to layoff histories and recruitment practices. This development signals a fundamental shift in how the government evaluates employer access to H-1B and green card programs, with investigations already underway and subpoenas served.
United StatesEmployment and HR
Mayer Brown
Mayer Brown
Article

Allegheny County Council Passes Paid Parental Leave Policy

On Tuesday, October 20, 2026, the Allegheny County Council passed legislation requiring employers with at least 15 workers to provide 12 weeks of paid parental leave, ending months-long debate on the proposal. We previously reported on the initial 18-week proposal in May 2026 (summarized here), the revised proposed legislation (summarized here), and the Allegheny County Board of Health passing the legislation (summarized here). The measure was passed in an 11-4 vote. It will become effective in one year, as County Executive Sara Innamorato signed the bill on, October 22, 2026.
United StatesEmployment and HR
Buchanan Ingersoll & Rooney
Buchanan Ingersoll & Rooney
Article

California Passes AB-1883 Targeting AI Workplace Surveillance Of Employees’ Emotional State And Neural Data

On Aug. 30, AB-1883 received final legislative approval and now heads to California Governor Gavin Newsom for signature or veto. If enacted, AB-1883 would prohibit employers from using workplace surveillance tools that rely on artificial intelligence (AI) to recognize, infer, or predict an employee’s emotional state, or to collect “neural data.”
United StatesEmployment and HR
Barnes & Thornburg LLP
Barnes & Thornburg LLP
Article

Maryland’s Ban On Mandatory Employer Meetings: Notice Deadline Looms

Maryland employers must comply with new posting requirements under the Worker Freedom Act, which prohibits penalizing employees who decline attendance at employer-sponsored meetings on religious or political matters. The Maryland Department of Labor has released official notices in English and Spanish that must be displayed prominently in workplaces and provided to new hires starting November 1, 2026.
United StatesEmployment and HR
Jackson Lewis P.C.
Jackson Lewis P.C.
Article

Recent Developments In Mobley v. Workday: California Court Allows Key AI-Hiring Bias Claims To Move Forward

On June 22, 2026, in Mobley v. Workday, Inc., U.S. District Judge Rita Lin largely denied Workday’s motion to dismiss the plaintiffs’ Third Amended Complaint, including rejecting the company’s argument that California’s anti-discrimination laws do not apply to its screening of applicants outside California who are applying for jobs in other states or countries.
United StatesEmployment and HR
Reavis Page Jump LLP
Reavis Page Jump LLP
Article

DHS Proposes $70,000 And $30,000 Fees For F-1 Optional Practical Training

The Department of Homeland Security has proposed a controversial new rule requiring SEVP-certified schools to pay substantial fees—$70,000 for a student's first Optional Practical Training recommendation and $30,000 for each subsequent OPT application, including STEM extensions. With only a 30-day comment period and potential annual costs reaching up to $16.5 billion across nearly 2,500 affected institutions, the proposed regulation is expected to face significant legal challenges if finalized.
United StatesImmigration
Duane Morris LLP
Duane Morris LLP
Article

SEC Proposes Rule Amendments To Expand Retail Access To Private Markets

The SEC has proposed sweeping amendments to expand retail investor access to private market strategies, including changes to performance-based compensation rules for registered investment advisers and modernization of the interval fund framework. The proposals also explore new credential-based pathways for individuals to qualify as accredited investors, potentially opening private offerings to a broader pool of eligible participants.
United StatesFinance and Banking
Duane Morris LLP
Duane Morris LLP
Video

The Class Action Weekly Wire – Episode 168: Maryland Federal Court Dismisses ‘Drip Pricing’ Class Action Against Ticket Reseller (Video)

A federal court in Maryland recently ruled on a consumer protection class action against Vivid Seats involving allegations of "drip pricing" - the practice of advertising ticket prices without mandatory fees that are revealed later in checkout. While the court found the company's arbitration agreement unenforceable due to its unilateral modification clause, it ultimately dismissed the lawsuit for failure to adequately allege reliance or injury under Maryland's Consumer Protection Act.
United StatesConsumer Protection
Duane Morris LLP
Duane Morris LLP
Article

Anwalt in Vietnam Dr. Oliver Massmann VIETNAMS RECHENZENTREN – WAS SIE VOR INVESTITION, BAU UND BETRIEB UNBEDINGT WISSEN MÜSSEN

Vietnam entwickelt sich rasch zu einem bedeutenden Rechenzentrumsmarkt in Südostasien, getrieben durch KI, Cloud Computing und digitales Wachstum. Doch erfolgreiche Großinvestitionen erfordern weit mehr als Immobilienentwicklung – sie vereinen komplexe rechtliche, technische und regulatorische Herausforderungen. Besonders die Stromversorgung könnte zum entscheidenden Erfolgsfaktor werden.
VietnamCorporate/Commercial Law
Duane Morris LLP
Duane Morris LLP