Massachusetts Employment Law Deadlines & Compliance 2026

Establishes the state minimum wage and overtime provisions. Massachusetts overtime law generally tracks FLSA but applies broader coverage in some sectors. The Massachusetts Office of Fair Labor and Business Practices (OFBLP) enforces violations; employees may bring private civil actions within three years to recover three times unpaid wages (treble damages) as a mandatory penalty, plus attorney fees. There is no discretion — treble damages are automatic for successful wage theft claims.

Requires employers with 11+ employees to provide paid earned sick time accruing at 1 hour per 30 hours worked, up to 40 hours annually. Employers must display the Attorney General's required poster and provide written notice to new employees at hire. The AG's office enforces violations; retaliation against an employee for using or requesting sick time is subject to civil penalties of $500 to $10,000 per violation plus treble damages on any unpaid sick pay.

Prohibits employment discrimination based on race, color, religious creed, national origin, age (40+), sex, sexual orientation, gender identity, genetic information, disability, veteran status, and pregnancy/nursing status. Applies to employers with 6 or more employees. Employees must file with the MCAD within 300 days of the discriminatory act. MCAD may investigate, conciliate, and hold hearings. Remedies include reinstatement, back pay, compensatory damages up to $100,000, punitive damages, and attorney fees.

Significantly restricts non-compete agreements. Non-competes must be: in writing, presented at least 10 business days before the start of employment (or with a raise for existing employees), supported by garden leave pay (at least 50% of base salary) or other consideration, and limited to one year duration. Non-competes are unenforceable against employees who are 18 or under, non-exempt hourly employees, and employees laid off through no fault. Courts apply strict scrutiny.