Articles Discussing Massachusetts Wage & Hour Laws.

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

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

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

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

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 post The New Age of Transparency: MA Employers’ Guide to the Wage Disclosure Law appeared first on Hirsch Roberts Weinstein LLP.

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

The post Massachusetts Wage Act Reminder appeared first on Hirsch Roberts Weinstein LLP.

The post Pay Transparency, Becoming Clearer: (Some of) Your Questions Are Answered! appeared first on Hirsch Roberts Weinstein LLP.

The deadline for filing the first year of Massachusetts EEO-1 pay data reports is February 1, 2025, but covered employers are still waiting for Massachusetts to publish guidance on this requirement. This means that with less than one month before the deadline, there is no official guidance on what information

With the close of 2024 comes the 2025 notices, posters, and rate sheets from the Massachusetts Department of Family and Medical Leave (DFML). In addition, the fiscal year (FY) 2024 DFML annual report is now available with interesting statistics about the overall administration of the Massachusetts Paid Family and Medical

The post Expansion to Massachusetts Earned Sick Time to Include Pregnancy Loss, Failed Assisted Reproduction, Adoption, or Surrogacy appeared first on Hirsch Roberts Weinstein LLP.

Effective November 21, 2024, Massachusetts employers covered by the Massachusetts Earned Sick Time law must now provide expanded benefits under the Law to address various types of reproductive losses. Employers will want to be aware of the coverage requirements to respond accordingly to employee requests. The amendment to the sick

On September 6, 2024, the Appellate Division of the Massachusetts District Court held in Nunez v. Syncsort Incorporated that a retention bonus that the defendant-employer allegedly owed to the plaintiff, its former employee, did not constitute wages within the meaning of the Massachusetts Wage Act. The decision is significant in