MA Pay Transparency Act: pay ranges in postings. Effective Oct 29, 2025.
An Act Relative to Salary Range Transparency took effect October 29, 2025. Employers with 25 or more employees whose primary place of work is Massachusetts must disclose pay ranges in job postings, to applicants on request, to current employees offered promotion or transfer, and to current employees requesting their own range. The Attorney General's Office has exclusive enforcement authority — no private right of action. Penalties escalate: warning (1st), $500 (2nd), $1,000 (3rd), $7,500-$25,000 (4th+). A two-business-day cure window applies through October 29, 2027, after which fines can issue immediately on notice.
Pay Range Disclosure Workflow
Validates posting/promotion/transfer/request workflows include pay range. Tracks 25-employee threshold based on primary-place-of-work analysis. Surfaces missing-range exposure with cure-window context. Integrates with EEO data reporting.
What those rules do across postings, promotions, and requests.
The hero card configuration: Block on missing pay range, Flag on threshold tracking, Critical on AGO notice.
When a job posting for a Massachusetts position is created (including remote roles with MA-based primary place of work), Teambridge validates that an annual salary or hourly wage range is included. Postings without a range fail to publish.
Teambridge calculates the prior-year average MA employee count (full-time, part-time, seasonal, temporary, with primary place of work in MA). When the count crosses 25, coverage activates with the effective date and pay-range workflow turns on for postings.
When the AGO issues a Notice to Cure, Teambridge surfaces a 2-business-day cure clock. Curing within the window prevents the fine. After Oct 29, 2027, the cure window expires and fines issue immediately.
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Pay range required in postings + on request. AGO-only enforcement.
MA's pay transparency law is more procedurally lenient than NY (no private right of action) but the escalating fines plus the EEO data report companion requirement make compliance important from day one.
Coverage: 25+ employees with MA primary place of work
Coverage applies to public and private employers with 25 or more workers whose 'primary place of work' is Massachusetts during the prior calendar year. Primary place of work tracks the same definition as MA Earned Sick Time: where the worker performed most work hours during the year. Remote workers reporting to a MA worksite count; out-of-state workers occasionally visiting MA generally don't. Headcount is calculated as an average across all pay periods of the prior year, including full-time, part-time, seasonal, and temporary.
Pay range definition
The pay range is 'the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such a position at that time.' Ranges should not be overly broad. For commission-based or piece-rate positions, the commission or piece-rate range must be included. Bonus and benefits information is not required (but can be added). The range should reflect actual hiring expectations — historic data, market analysis, and similar-role pay are appropriate inputs.
Teambridge gates postings and tracks the threshold.
Pay transparency compliance is procedural — but the AGO's escalating fines make patterns expensive. Continuous gating with prevention beats remediation.
Range required at create.
When a job posting is created for an MA-primary-place-of-work position (including MA-based remote roles), Teambridge validates that pay range is populated. Posts without ranges fail to publish.
Range with offer.
When a current worker is offered a promotion or transfer to a position with different responsibilities, the offer template includes the pay range. The disclosure timestamp logs for AGO audit defense.
Range on request.
When a current worker requests the pay range for their current position, the system generates the response with the documented range. Worker access is logged.
25-employee + AGO timeline.
Workforce average tracks prior-year MA-primary headcount. Coverage activates at 25+. AGO Notice to Cure events trigger 2-business-day cure clocks (through Oct 29, 2027) with reminders before expiry.
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.