MA exempt: $684/wk federal floor. State duties test on top.
Massachusetts exempt classification follows the federal Fair Labor Standards Act's $684/week salary basis test ($35,568/year), combined with a state-specific duties analysis under MGL c. 151. Misclassification creates compounding exposure: unpaid OT plus the MGL c. 149 § 150 automatic treble damages plus federal liquidated damages plus attorney fees. The state has historically applied stricter duties analysis than federal. Pending House Bill H.733 would raise the state exempt salary threshold to $1,211.53/week in 2026 and $1,403.84/week in 2027, with annual inflation adjustments thereafter — but it has not been enacted as of May 2026.
Exempt Classification Validation
Validates exempt classification against federal $684/wk salary test plus state duties analysis. Tracks pending H.733 escalation if signed. Surfaces classification audit risks.
What those rules do at classification and ongoing.
The hero card configuration: Block on below-floor, Avoid on duties-test concerns, Flag on pending legislation.
When a worker is configured as exempt but the salary is below the federal $684/week threshold, the configuration save fails. Below-threshold exempt classification is invalid under both federal and Massachusetts law.
When configured exempt classification doesn't match the worker's actual duties, Teambridge surfaces an Avoid indicator. Common patterns: managerial title without supervisory authority, "professional" classification without specialized education, "administrative" classification doing production work.
Pending H.733 proposes $1,211.53/wk in 2026, $1,403.84/wk in 2027, with annual inflation adjustments. If signed, Teambridge surfaces the escalation schedule and re-runs classification analysis against the new threshold.
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Federal salary basis + state duties test.
Massachusetts hasn't enacted a state exempt threshold above federal — yet. The pending H.733 would change that, mirroring states like California, New York, and Washington that have moved above federal.
Federal $684/week salary floor
Federal FLSA requires exempt workers to be paid on a salary basis of at least $684/week ($35,568/year). The salary cannot vary based on hours worked or quality of work performed. Improper deductions (e.g., partial-day deductions for non-exempt reasons) destroy the salary basis test, exposing all similarly-situated workers to OT eligibility. Massachusetts adopts the federal salary floor — no state threshold above federal as of May 2026.
Massachusetts duties test
MA case law applies the federal duties tests (executive, administrative, professional, computer, outside sales) but with a stricter view in some areas. The Massachusetts Supreme Judicial Court has interpreted 'primary duty' more narrowly than federal courts in some cases — focusing on actual time spent rather than nominal job description. This makes administrative and managerial classifications somewhat riskier in MA than under purely federal analysis.
Teambridge validates classification at multiple checkpoints.
Misclassification is the single most expensive wage compliance error in Massachusetts. Continuous validation — at hire, at salary change, and at duties change — is the only way to manage the risk.
Salary + duties checked.
When a worker is hired into an exempt role, Teambridge validates: salary ≥ $684/week, duties match the claimed exemption category. Mismatch surfaces for HR review before hire is finalized.
Improper deductions flagged.
Improper deductions from exempt salaries (partial-day non-exempt reasons, quality-based reductions, deductions for facility losses) destroy salary basis. Teambridge surfaces these as Critical with the legal consequence — opening the entire exempt class to OT eligibility.
Job change triggers re-review.
When an exempt worker's actual duties shift away from the claimed exemption (e.g., a 'manager' starts doing more production work), the pattern surfaces for re-classification review. Continuous monitoring catches drift before plaintiffs do.
Schedule ready if signed.
If H.733 is enacted, Teambridge applies the new state threshold immediately. Workers between $684 and $1,211.53/week need re-classification analysis. The schedule and exposure surface in advance for planning.
Still evaluating? Get a free Massachusetts compliance audit.
Send us your existing Massachusetts scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Massachusetts-specific exposure ranked by risk and back-pay liability.