With the approaching end of 2025, the Massachusetts Department of Family and Medical Leave (DFML) has issued updated notices supporting Massachusetts Paid Family and Medical Leave (MA PFML) compliance. Additionally, the Internal Revenue Service (IRS) has issued tax guidance for states with paid family and medical leave programs. Finally, the
Articles About Massachusetts Labor and Employment Law.
Action Required: Massachusetts DFML Unveils 2026 PFML Poster and Updated Rates
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SJC Holds That Retention Bonuses Do Not Constitute ‘Wages’ Under the Massachusetts Wage Act
Last year, the Appellate Division of the Massachusetts District Court held in Nunez v. Syncsort Incorporated—a decision that we addressed in an article published on October 28, 2024—that retention bonuses do not constitute “wages” within the meaning of the Massachusetts Wage Act.
On October 22, 2025, in a significant win
Employers Beware: Something Wicked This Way Comes
Double, double, toil and trouble…guidelines change, employers struggle. In 2025, the figurative Hydra monster of regulations and requirements sprouts new and vicious Venus Flytrap heads by the day in the federal government’s own Little Shop of Horrors. Through new legislation, guidance, and Executive Orders, something spooky and sinister lurks around every corner and behind every door. The surest defense against these ghoulish traps is nimble navigation through the ever-changing legal labyrinth, and the most important weapon in an organization leader’s arsenal is knowledge.
Massachusetts High Court Holds That Retention Bonuses Fall Outside the Scope of the Wage Act
Massachusetts High Court Holds That Retention Bonuses Fall Outside the Scope of the Wage Act
In Nunez v. Syncsort Incorporated (October 22, 2025), the Massachusetts Supreme Judicial Court held that retention bonuses are not “wages” for purposes of the Massachusetts Wage Act. As a result, employees may not bring Wage
The Final Stretch for Massachusetts Pay Transparency Compliance
As a reminder, starting October 29, 2025, Massachusetts employers with 25 or more employees must comply with the Commonwealth’s new pay transparency and disclosure requirements. The Act Relative to Salary Range Transparency directs covered employers to include pay ranges in all job postings and provide this information to applicants and
Deadline to Implement Pay Range Transparency Disclosures in Massachusetts Rapidly Approaching
Deadline to Implement Pay Range Transparency Disclosures in Massachusetts Rapidly Approaching
A key component of the Massachusetts Pay Transparency Act will take effect on October 29, 2025, when many employers will be required for the first time to disclose the “pay range” of jobs in Massachusetts.
Which Employers Are Covered by
Massachusetts Announces Paid Family and Medical Leave 2026 Contribution Rates, Maximum Weekly Benefits
The Massachusetts Department of Family and Medical Leave has announced the 2026 weekly benefit amount and contribution rates for employers and employees under the Paid Family and Medical Leave Act.
As of Jan. 1, 2026, the benefit contribution rate remains at .88% of eligible wages for all employers. The benefit
The New Age of Transparency: MA Employers’ Guide to the Wage Disclosure Law
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Massachusetts Provides Clarity on New Pay Transparency Law
Massachusetts’s pay transparency law will come into effect as of October 29, 2025, bringing significant changes to how Massachusetts employers handle compensation disclosures. This new law, “An Act Relative to Salary Range Transparency,” aims to promote fairness and equity in the workplace by ensuring that employees have access to information
Massachusetts Pay Transparency Law Takes Effect in October: Here’s What Employers Need to Do Now
TakeawaysEmployers with at least 25 employees in Massachusetts must comply with the new pay transparency law beginning 10.29.25.The law also requires pay data reporting by employers that submit EEO reports to the EEOC.Employers covered by the new law should review and update their practices.Related links
SJC Confirms Nonsolicitation Agreements Are Excluded by Scope of Massachusetts Noncompetition Agreement Act
On June 13, 2025, the Massachusetts Supreme Judicial Court (SJC) issued a decision in Miele v. Foundation Medicine, Inc., confirming that the Massachusetts Noncompetition Agreement Act does not apply to nonsolicitation agreements incorporated into a termination agreement even if the termination agreement includes a forfeiture provision.
Massachusetts Employers: Include Lie Detector Notice in Your Job Applications
Massachusetts Employers: Include Lie Detector Notice in Your Job Applications
Massachusetts law, G.L. c. 149, § 19B, has long banned the use of lie detector tests in employment, and since 1986, also states that employers should provide affirmative notice on all job applications regarding the use of lie detector tests.
Massachusetts Employers: Do Your Job Applications Contain the Mandatory Notice About Lie Detector Use in Employment?
TakeawaysUnder Massachusetts law, all job applications must contain a specific notice regarding the use of lie detector tests.It is unlawful for employers to require or administer lie detector tests as a condition of employment or continued employment.Employers should consider the suggested steps below to ensure compliance with the law.Article
Massachusetts Wage Act Reminder
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