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Labour Law Equal Pay For Equal Work In Massachusetts
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FAQ
The DOL's final rule required the salary threshold to increase to $43,888 per year on July 1, 2024, and this part of the rule was implemented in Massachusetts. Then, the DOL's final rule required the salary threshold to increase again on January 1, 2025, to $58,656 per year.
Some jobs can be classed as equal work, even if the roles seem different. For example, a clerical job and a warehouse job might be classed as equal work.
Employers may not prohibit employees from disclosing or discussing their wages. Employers may not seek the salary or wage history of any prospective employee before making an offer that includes compensation, and may not require that a prospective employee's wage or salary history meet certain criteria.
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A new Massachusetts Equal Pay Law went into effect on July 1, 2018. Learn about employer responsibilities and your rights under this law.The Massachusetts Equal Pay Act (MEPA) says that employers cannot discriminate against employees because of their gender when deciding and paying wages. The Massachusetts Equal Pay Act (MEPA) ensures equal pay for comparable work for all Massachusetts workers. The Act went into effect on July 1, 2018. Both federal and Massachusetts law prohibit pay discrimination based on a worker's membership in a protected category, including sex, race, disability, etc. Employers under the law cannot pay an employee of a different gender less if he or she performs "comparable work." It calls for all Massachusetts employers, irrespective of size, to pay men and women the same for comparable work. An amendment to the Massachusetts Equal Pay Act (MEPA) expands equal pay for "comparable" work. Learn about how this can impact MA businesses.