MASSACHUSETTS PAY REPORTING & PAY TRANSPARENCY
Pay Reporting
Who must submit?
Organizations with 100 or more employees in Massachusetts who are subject to federal filing requirements of a wage data report are covered under the law. This law also states that it covers employees based outside of Massachusetts.
Employers are to submit:
- EEO-1 reports, which cover private-sector employers
- EEO-3 reports, which cover unions
- EEO-4 reports, which cover state and local units of government
- EEO-5 reports, which cover elementary and secondary schools
Reports are to be submitted annually to the state by February 1st. Since organizations are submitting the “wage data report” associated with EEO reporting and there is currently no wage data reporting included in EEO-1 reports, pay reporting data will not be submitted by EEO-1 filers in 2025.
- EEO-1 reports must be submitted February 2, 2026. Learn more about how DCI supports many employers with their EEO-1s each year.
- Continue to monitor any changes to Massachusetts pay reporting legislation. Our interactive state legislation map is frequently updated with the latest legislation and regulations in pay transparency and pay reporting.
Pay Transparency
Who is covered?
All employers with 25 or more employees in Massachusetts must include a pay range in job advertisements or job postings.
What must be posted?
Employers must list a pay range in postings, which is broadly defined as “the annual salary or hourly wage range that an employer reasonably and in good faith expects to pay for a position.” Massachusetts law differs from other states in that it only requires the range and not information on other forms of pay or a description of benefits offered.
What are the next steps?
- Evaluate roles to ensure they have an accurate description and salary range.
- Verify that your salary ranges can withstand public scrutiny by updating or designing a compensation structure that matches internal and external benchmarks.
- Ensure job postings have pay information included as required.
Visit our Compensation Consulting page to explore how DCI helps organizations adhere to state pay transparency regulations while building a sound compensation plan. For more information on enforcement and specifics of the law, read DCI’s latest blog.
