Massachusetts’ Act relative to salary range transparency requires workforce reporting for employers with 100+ employees. This went into effect on February 1 and is easily satisfied by forwarding an EEO-1 report, or similar sheet to the state. But it also requires the disclosure of wage ranges in job postings and to current employees when they request it, as of October 29, 2025. I see two opportunities here.
Some employers are already complying ahead of the deadline and, I believe, wisely using the wage information as a recruitment marketing tool. They are primarily listing the wage minimums and maximums from their official pay grades and including a carefully worded disclaimer about their use of pay grades in offer decisions. You can read the discussion of compensation structure here on the Tenadel site at [Policy & Documentation/Pay structures] to gain a little more insight, but a wise structure establishes grade mid-points strategically based on market averages, then makes offers in relation to mid-point. At Tenadel we do this in our sleep; nay, in our dreams!
Candidates may gravitate toward organizations that are preemptively sharing this information, especially relative to those that don’t, because it helps address the pay issue right up front.
The other opportunity is going to be that some of competitors’ wage information will be easy to see, or at least extrapolate from their postings come the end of October. No doubt sites like Salary.com and Glassdoor will be ready to scrape these data from job postings and add value to their current services, but most any employer will be able to benefit from the accessibility of these pay parameters once they are required to be posted.
The key is going to be to think about the context within which the data are presented, to compare them to other known data points, and to place the information within a recruitment and compensation strategy. Done well, this process can result in more competitive job offers, more satisfied hires, and more sustainable pay practices.
Whenever we can turn statutory requirements into strategic benefit and administrative soundness we should!
