ATTENTION HR professionals in Massachusetts! A major shift in how employers must report, handle, and talk about pay is underway. The Frances Perkins Workplace Equity Act, also known as the Act Relative to Salary Range Transparency, was signed into Massachusetts law in July of 2024. This effort targeted closing the wage gap, increasing transparency, and cultivating equitable workplaces.
Whether you’re an HR director, compliance officer, or a member of an HR Team wearing numerous hats, understanding the “ins and outs” of this new law is a must.
Here’s what you’ll learn in this article:
Signed into law on July 31, 2024, the Frances Perkins Workplace Equity Act is named after the first woman to serve in a U.S. presidential cabinet and an advocate for workers' rights. The law adds serious momentum to the national push for pay transparency and equity, joining the ranks of states like California, Colorado, and New York.
The law has two major pillars:
It also reinforces and expands the existing Massachusetts Equal Pay Act, which already prohibits paying employees differently based on gender for comparable work. Now, there's a sharper focus on proactive reporting, public accountability, and pay transparency.
Covered employers who fall under at least one of the following categories must submit a pay data report.
1. Employers with 100 or more employees in Massachusetts
You are required to comply if you employed 100 or more employees physically working in Massachusetts during the prior calendar year. This headcount is specific to your Massachusetts workforce only and not your national or global headcount.
2. Employers subject to federal EEO-1 reporting
Even if you don’t have 100 employees in Massachusetts, you must comply if you're required to file the federal EEO-1 Component 1 report. That includes:
If you file an EEO-1 Report, Massachusetts requires that you submit a copy of your most recently filed Component 1 report as part of its reporting program.
This dual threshold captures a broad range of employers and streamlines compliance by building on the existing federal reporting infrastructure. You must keep your data clean, current, and accurate.
For additional specifics on eligibility and definitions, check out the Massachusetts Workforce Data Reporting FAQs.
Massachusetts requires employers to submit Component 1 of the federal EEO-1 report, which includes demographic data such as:
Component 2 data, which includes wage bands and hours worked, is not required as of yet. If the EEOC reporting implements Component 2 again, the Massachusetts statue will also follow suite and require component 2 information to be included. To stay alert to regulatory updates, subscribe to OutSolve’s weekly newsletter to get alerts like this delivered right to your Inbox.
In order to submit the report, employers must:
The state may issue more instructions each year about formatting and submission details.
The first submission of the EEO report was due on February 1, 2025. Because the deadline fell on a Saturday, the effective due date was Monday, February 3, 2025.
We recommend setting reminders now and subscribing to updates from the Massachusetts EOLWD or a compliance partner like OutSolve.
A second key component of the law takes effect October 29, 2025, and will impact hiring and promotions across the board for Massachusetts employers.
Employers with 25 or more employees in Massachusetts must:
Learn more about the Massachusetts Pay Transparency law requirements here.
It’s the annual salary or hourly wage range the employer reasonably expects to pay for the position. This does not have to include bonuses, commissions, or benefits, though you may disclose those voluntarily.
Remote and hybrid roles performed in Massachusetts are included, so multi-state employers must remember this when listing jobs that could be filled by MA based applicants.
For EEO Data Reports Violations:
For Pay Transparency Violations:
Getting compliant doesn’t have to be overwhelming. Here’s what HR teams should do now:
You don’t have to go at it alone. OutSolve helps employers navigate both state and federal compliance, and we’re ready to guide you through Massachusetts’ new requirements.
Our services include:
October’s pay transparency requirement is fast approaching. And with this law becoming an annual obligation, the time to act is now.
By preparing early, standardizing practices, and leaning on trusted advisors like OutSolve, your organization can transform compliance from a burden into a strategic advantage, one that builds fairness, trust, and a more inclusive workplace. Join HR Gumbo City, our vibrant Slack community for HR professionals, to see how employers are preparing for the report and pay transparency requirements.