Massachusetts has strong wage and hour laws, but to benefit from these laws, workers need to familiarize themselves with both existing laws and recent updates to legislation. If problems arise, employees should seek the support of an experienced Massachusetts employment attorney. As of 2025, employees in the Commonwealth will benefit from updated standards for minimum wage, overtime pay, and expanded pay transparency requirements that take effect this October.
Minimum Wage Rates in Massachusetts
Massachusetts wage and hour laws in 2025 require that most employees earn a minimum wage of $15.00 per hour. Tipped employees get $6.75 per hour plus tips, and overtime is paid at 1.5 times the regular rate for hours over 40 per week, with updated compliance requirements for pay transparency and wage records following new laws effective October 29, 2025.
Tipped employees (those receiving over $20/month in tips) must be paid at least $6.75 per hour. Their combined hourly wages and tips must total at least $15.00.
Generally, Massachusetts does not allow cities or towns to set their own minimum wage levels. The statewide rate generally applies everywhere. There are exemptions for certain jobs (e.g., agricultural workers, restaurant staff, seasonal employees). Exemption lists are available from the Attorney General’s office.
Overtime Rules
Most employees in Massachusetts are required to be paid overtime at 1.5 times their regular hourly rate for any hours worked beyond 40 in a work week.
The threshold is weekly, not daily. Working over 8 hours a day does not trigger overtime unless the total work-week exceeds 40 hours.
Some employees and job types are exempt from overtime pay. These include certain executive, administrative, professional, agricultural, healthcare, sales, and educational workers. Employers cannot substitute compensatory time for overtime. Cash payment is required.
Record-Keeping and New Pay Transparency Requirements
Employers must keep accurate records of employees’ hours, wages, and pay rates, and make them available to employees upon request.
Effective October 29, 2025, employers with 25 or more employees are required to include pay ranges in all job postings, including wage data in postings to applicants and current employees.
Beginning February 2025, employers submitting EEO reports must also submit annual wage data reports to the state as detailed in the new legislation.
Employers are required to annually average their workforce to determine if new transparency and data reporting requirements apply.
Updates and Recent Changes
There are no scheduled increases to the Massachusetts minimum wage for 2025, but future increases are being supported by some legislators.
The major new legislative change is the pay transparency law taking effect in October 2025, which puts Massachusetts among the growing number of states requiring salary ranges and wage data disclosures in hiring and employment processes.
Stay Informed and Protect Your Rights
Staying informed about Massachusetts wage and hour laws is critical for protecting your rights and ensuring fair compensation. With the new pay transparency and wage data reporting requirements coming into effect in late 2025, employees should expect greater access to information about pay ranges and workplace equity. If you have questions about your pay, hours, or employer compliance, consult the Massachusetts Attorney General’s Office or a qualified employment law professional.
Bottom Line:
Wage and hour laws in Massachusetts can impact employees in many different scenarios. Whether it is unpaid overtime, pay schedule issues or issues affecting tipped employees, all Massachusetts employees can run afoul of problems that intersect with wage and hour laws. If you run into issues with your rights surrounding wage and hour laws, don’t wait. These issues should be documented clearly and addressed as soon as possible. Contact our employment attorneys for a confidential consultation, or call us at 617-936-1580.
The Not So Fine Print:
Every case has its unique facts. Before you take any action, you should contact an employment lawyer and get advice on your own situation. We can’t provide legal advice here, and this isn’t intended as legal advice. It is best, if possible, to establish a relationship with an attorney before a workplace issue turns into a crisis.