Massachusetts has enacted legislation (House Bill 4890), which will require employers with 25 or more employees in the Commonwealth to disclose the pay range for a position in any job posting or advertisement. This change will take effect July 31, 2025.

The legislation also requires that employers with 100 or more employees in the Commonwealth to  report certain data to the state beginning Feb. 1, 2025.

Employees receiving Paid Family and Medical Leave (PFML) benefits in Massachusetts are entitled to supplement their PFML benefits with available accrued paid leave. The change is effective for PFML applications filed on or after Nov. 1, 2023. The state also announced that the contribution rate for 2024 will increase.

Recent legislation has amended Mass. Gen. Laws Ch. 62 § 1(c) to conform to Internal Revenue Code (IRC) Section 132(f) for taxable years beginning on or after Jan. 1, 2022. Consequently, Massachusetts has adopted the federal monthly exclusion amounts for employer-provided parking, transit pass and commuter highway vehicle transportation benefits for the 2022 tax year and beyond.

The Massachusetts Department of Family and Medical Leave (DFML) has announced the 2023 contribution rates for the state’s Paid Family and Medical Leave program.

Massachusetts has enacted House Bill 4554 that expressly prohibits discrimination against individuals based on traits associated with race, such as hair texture, hair type, hair length and protective hairstyles. House Bill 4554 takes effect Oct. 24, 2022.

The Massachusetts Supreme Judicial Court in Barbuto v. Advantage Sales & Marketing, LLC has ruled that handicapped employees, who have been prescribed medical marijuana, may be entitled to a reasonable accommodation and employers, at the very least, have an obligation to engage such employees in an interactive process to assist in making this determination.  The Court’s ruling is significant because it questions the validity of zero-tolerance drug policies as applied to medical marijuana users in Massachusetts.

In Massachusetts, the law requires employers to adopt a written policy against sexual harassment and to distribute the policy at the time of hire and annually.