Starting Oct. 29, 2025, Massachusetts employers with 25 or more employees must include pay ranges in job postings, promotions, transfers, and upon request. This change affects how you communicate compensation and manage talent, and failing to prepare could pose compliance risks.
Pay transparency is part of a growing national movement aimed at reducing wage gaps, empowering job seekers, and building trust in compensation practices. Preparing now helps your organization stay compliant, competitive, and confident in pay discussions.
For a comprehensive overview of the law, refer to Massachusetts’ official summary.
Pay Transparency Expectations Are Rising
Massachusetts joins states like California, Colorado, New York, and Illinois in requiring salary ranges to be included in job postings. Even in states without legal mandates, employers are acting. Nearly half of all U.S. job postings now include pay ranges, according to Indeed’s Hiring Lab. Candidates are increasingly expecting this information, and organizations that provide it often gain an advantage in attracting and retaining talent.
Build Your Pay Transparency Playbook
Whether you operate in Massachusetts or not, now is the time to strengthen your strategy. Here’s how to create a framework for pay transparency that ensures compliance, boosts competitiveness, and fosters employee trust.
Define a Clear Compensation Philosophy
Define your approach to setting pay ranges before publishing. A clear compensation philosophy ensures consistency and gives you control over the conversation. At a minimum, document:
- Which labor markets do you compare against (by industry, geography, or role)
- How competitive you aim to be (e.g., 50th, 60th, or 75th percentile)
- How internal equity and performance pay are applied
- How ranges evolve over time.
Benchmark with Confidence
Use reliable market data to establish pay ranges that are competitive and defensible. Your goal isn’t to match the market, but to do so in a way that supports your hiring strategy and internal fairness.
Design Structured Pay Ranges
A well-structured pay system with appropriate grades and market-aligned minimum-to-maximum ranges encourages transparency without losing flexibility. When sharing salary ranges externally, it’s often best not to publish your full internal salary bands.
Clarify Pay Expectations in Job Postings
When posting a pay range, include a brief explanation to help candidates interpret it. For example:
“The posted range reflects our best estimate of the compensation for this role. Actual offers will depend on the candidate’s experience, qualifications, and how well they align with the role’s requirements. Additional education, certifications, or specialized skills may justify a higher starting salary. Internal equity is also considered with all offers.”
This language clarifies expectations without committing you to a specific number and signals that pay decisions are structured, consistent, and deliberate.
Plan Your Pay Transparency Rollout
Transparency demands clear communication and adherence to policies. Ensure recruiters, managers, and HR personnel can confidently explain how pay is determined — both internally and externally.
Start Your Pay Transparency Strategy
The ideal time to establish your pay transparency strategy is before it becomes a legal obligation. Even if your organization isn’t in Massachusetts, planning now positions you ahead of the curve. CBIZ helps employers develop thoughtful, practical transparency strategies that are rooted in data, aligned with business goals, and designed to adapt as your organization grows.
Ready to move forward? Contact a CBIZ advisor today to discover how your organization can implement effective pay transparency strategies.
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