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New FAQs Clarify Demographic Reporting Requirements for Massachusetts Employers

  • Writer: Spire-Law-MA
    Spire-Law-MA
  • Mar 5
  • 2 min read

This article is from The National Law Review: https://ow.ly/PCHq50UFM16 Massachusetts employers now have additional guidance to help navigate compliance with the state’s new pay transparency law, thanks to a set of FAQs released by the Executive Office of Labor and Workforce Development (EOLWD). These FAQs focus specifically on the upcoming workforce demographic reporting requirements, part of the Frances Perkins Workplace Equity Act signed into law on July 31, 2024.


What Employers Need to Know

Under the new law, Massachusetts employers with 100 or more employees—who are also subject to federal EEO-1 reporting requirements—must submit their most recent EEO-1 report to the state each year. The first deadline is set for February 3, 2025 (extended from February 1 since it falls on a Saturday).

Here are the key takeaways:

  • No wage data is required: While the original legislation anticipated the inclusion of wage data, federal EEO-1 reports currently do not require pay data, so employers only need to submit the standard demographic information.

  • Multistate employers are covered: Employers operating in multiple states do not need to generate a Massachusetts-specific EEO-1 report. They may submit their companywide EEO-1 filing.

  • No customization needed: The state will accept the federal form as-is; there is no need to alter the report or extract Massachusetts-only data.

  • Submission portal coming soon: The EOLWD will post an online submission portal, and employers can monitor the EOLWD website for updates.


What’s Next: Pay Transparency in Job Postings

Looking ahead, another major provision of the law takes effect on October 29, 2025, when employers will be required to include salary ranges in most job postings. Although that deadline is still months away, early preparation is key. Employers should begin reviewing internal compensation structures and updating job posting templates to ensure compliance when the rule kicks in.


Compliance Steps for Employers

  1. Locate your most recent EEO-1 report and confirm it’s ready for submission.

  2. Bookmark the EOLWD site and check for updates about the submission portal.

  3. Plan ahead for salary transparency in job postings by reviewing pay structures and drafting new language for future listings.

  4. Consult with counsel or HR advisors to ensure compliance with both state and federal obligations.

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