Starting February 1, 2025, private employers with 100 or more employees in Massachusetts during the previous calendar year must submit an annual EEO data report to the Massachusetts Department of Labor for aggregated public reporting.
The report must align with current EEO-1 reporting requirements and include:
- Workforce demographics.
- Pay data categorized by race, ethnicity, sex, and job category.
Unions, state and local governments, and K-12 school systems (entities covered by federal EEO-3, EEO-4, or EEO-5 requirements) are required to submit similar information biannually.
The state will provide a web portal for submissions, along with sample reports and instructions.
Next Steps
Employers should be ready to justify any pay differences for employees with the same job title or description using allowable reasons, such as seniority, merit, education, training, experience, or performance.
Consider performing a pay equity audit to identify and address any pay disparities that cannot be explained by legitimate factors.
Employers should ensure their EEO-1 data collection and filing processes are accurate and prepared for submission by the February 1, 2025, deadline.
Given the increasing complexity of state and local pay transparency and wage disclosure laws, consult legal counsel to establish best practices and ensure compliance.
HR Works will continue to monitor this topic and provide updated information as it becomes available.
HR Works Can Help
HR Works offers Compensation & Pay Equity solutions that help employers stay compliant and ensure fair pay practices within their organization. Contact us to learn more about how we can assist you with meeting Massachusetts’s wage disclosure requirements and reporting obligations.
