Labor & Employment in Massachusetts

introduced · Massachusetts · House

HD 3757: An Act to improve contract provisions waiving certain rights

HD 3757 prohibits employers from requiring employees to waive legal rights related to discrimination, unpaid wages, retaliation, harassment, or public policy violations in employment contracts. It deems such waivers unconscionable, void, and unenforceable for claims arising after the waiver is signed. The bill also bans retaliation against employees who refuse these waivers and allows affected individuals to sue within three years for violations, including recovery of attorney fees. These provisions apply to all employment contracts entered after the law takes effect, excluding collective bargaining agreements. The law directly affects employees seeking to enforce workplace rights and employers drafting standard contracts.

Topics ✓ Labor & Employment

Sub-Topics Collective Bargaining Employment Discrimination

introduced · Massachusetts · Senate

SD 2040: An Act to increase unemployment insurance benefits for low wage workers

This bill increases unemployment benefits for low-wage workers by changing how benefits are calculated. It sets weekly benefits at 50% of a worker's average weekly wage (capped at 57.5% of the state average wage, with a minimum of 20% or 75% of the worker's own wage, whichever is lower). It reduces the total benefit cap from 30 times the weekly rate to 26 times during periods of low statewide unemployment (below 5.1% in 10 metro areas), while adding protections to prevent benefit reductions if eligibility requirements aren't met. These changes directly affect low-wage workers filing for unemployment during the 2023-2024 benefit year.

Topics ✓ Labor & Employment

Sub-Topics Unemployment

introduced · Massachusetts · House

HD 3530: An Act modernizing workforce opportunities for older workers

HD 3530 creates Massachusetts' Age-Friendly Employer Certification program, targeting employers who support workers aged 55 and older. To qualify, employers must offer remote/hybrid work, flexible schedules, job-sharing, and equal hiring practices. Certified employers receive tax credits: up to $2,500 annually per eligible worker, with additional credits for caregiver accommodations, training programs, and extended health benefits for workers 55+. The program aims to encourage hiring and retention of older workers through financial incentives, administered by state labor and health agencies, effective January 1, 2026.

Topics ✓ Budget & Taxes ✓ Labor & Employment

Sub-Topics Professional Licensing

introduced · Massachusetts · Senate

SD 2042: An Act providing hazard pay and protection for essential workers during a public health "State of Emergency" declaration

This bill requires private employers with 11 or more employees providing "essential services" (as defined in emergency orders) to pay essential workers 1.5 times their regular wage during a Governor-declared public health emergency. It also mandates that employers provide free personal protective equipment (PPE) meeting health agency guidelines. Essential workers may refuse unsafe work without penalty if they face health risks to themselves, household members, or lack childcare during the emergency. The law excludes government employees and certain exempt workers, and enforcement falls to the Attorney General under existing wage laws.

Topics ✓ Labor & Employment

Sub-Topics Labor Standards

introduced · Massachusetts · House

HD 3410: An Act requiring an annual report on the labor market needs of the Commonwealth

HD 3410 requires Massachusetts' Secretary of Labor and Workforce Development, working with Education and Economic Development leaders, to produce an annual report analyzing current and projected workforce needs for the next five years. The report must include recommendations for policies and investments to address future job gaps, progress on career training programs in schools and industries, and data on skills required for key sectors. This report must be published publicly and submitted to the governor, state agencies, and legislative committees by December 31 each year to guide future workforce planning and funding decisions.

Topics ✓ Labor & Employment

Sub-Topics Workforce Development

introduced · Massachusetts · House

HD 3739: An Act relative to non-disclosure agreements relating to a claim of discrimination, non-payment of wages or benefits, retaliation, harassment or violation of public policy in employment

This bill (HD 3739) limits the enforceability of non-disclosure agreements (NDAs) in employment settlements involving claims of discrimination, unpaid wages/benefits, retaliation, harassment, or public policy violations. It states that any NDA provision waiving these rights is only valid for 3 years from the agreement's start date. Employees cannot be punished by employers for refusing to sign such clauses, and employers violating this law face liability for attorney fees and damages. The law applies to all settlement agreements entered after its effective date, but excludes collective bargaining agreements. It directly affects employees with workplace claims and employers using NDAs in settlements.

Topics ✓ Labor & Employment

Sub-Topics Collective Bargaining Employment Discrimination

introduced · Massachusetts · House

HD 3801: An Act relative to workplace safety and disclosure of violations

This bill requires government contractors and subcontractors working on contracts over $50,000 to disclose any recent Occupational Safety and Health Administration (OSHA) violations within the past four years, including whether safety hazards were corrected. It applies to all companies bidding on state procurement contracts and to trench excavation permit applicants, who must submit written disclosures about safety violations, fines, or site shutdowns. Contractors must update this information every six months during contract performance and provide documentation verifying hazard corrections. The law aims to ensure government agencies consider workplace safety records when awarding contracts, without restricting other legal rights.

Topics ✓ Labor & Employment

Sub-Topics Workplace Safety

introduced · Massachusetts · House

HD 4054: An Act for a minimum hourly health improvement wage

This bill (HD 4054) would require employers with 50 or more employees to contribute to health insurance benefits for each hour an employee works, creating a portable health care benefit tied to hours worked rather than employment status. Employees working multiple part-time jobs would receive benefits proportional to their total hours (e.g., 20 hours at two jobs = 40 hours of benefits). Smaller employers (under 50 employees) could voluntarily participate during a pilot program, with tax credits available. The Public Health Council would develop regulations and pilot program details before full implementation. The bill positions this as a cost of doing business for larger employers.

Topics ✓ Budget & Taxes ✓ Healthcare ✓ Labor & Employment

Sub-Topics Public Health Minimum Wage

introduced · Massachusetts · House

HD 3935: An Act relative to updating overtime salary thresholds and codify definitions to protect the middle class

This bill raises the salary threshold for overtime eligibility from $844 per week (effective immediately) to $1,211.53 by January 2026, with annual increases tied to minimum wage and wage index data. It directly affects middle-income workers currently classified as "exempt" (e.g., managers, professionals) who earn below these thresholds, requiring employers to pay overtime for hours worked over 40 per week. The law codifies clear definitions for "executive," "administrative," and "professional" roles to determine eligibility, ensuring workers must earn at least the new salary floor to remain exempt. These changes aim to expand overtime protections to more workers without requiring additional legislative action.

Topics ✓ Labor & Employment

Sub-Topics Labor Standards Minimum Wage

introduced · Massachusetts · House

HD 4168: An Act prohibiting employers from attempting to conceal violations of state wage, benefit, or tax laws

This bill prohibits employers from disclosing or threatening to disclose an employee's immigration status to hide violations of state wage, benefit, or tax laws. Employers found doing so face administrative penalties: up to $2,500 for a first violation, $5,000 for a second, and $10,000 for subsequent violations. The Attorney General’s Fair Labor Division enforces these penalties, considering factors like the employer’s history and business size, and provides a 15-day hearing window for affected employers. Penalties collected fund the division’s enforcement of wage laws, and the Attorney General must report annual violations to the legislature. The law directly affects employers who misuse immigration status to conceal labor law violations.

Topics ✓ Immigration ✓ Labor & Employment

Sub-Topics Labor Standards

All labor & employment bills