Massachusetts

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By Andrea Hellrigel, Law Clerk

The Massachusetts Department of Family & Medical Leave (DFML) has announced the rates for the Massachusetts Paid Family & Medical Leave (PFML) program for 2025, which will take effect on January 1, 2025.

For employers with 25 or more employees, the overall maximum PFML contribution for 2025 will remain unchanged at 0.88% of eligible wages. This includes a Family Leave contribution of 0.18% and a Medical Leave contribution of 0.70%. Employers are required to cover a minimum of 60% of the Medical Leave contribution but can deduct up to 40% of this contribution from employees’ wages. Additionally, employers can deduct 100% of the Family Leave contribution from employees’ wages.Continue Reading 2025 Massachusetts Paid Family & Medical Leave Rate Increases

Massachusetts Governor, Maura Healey, recently signed into law a new statute under broader legislation titled “An Act promoting access to midwifery care and out-of-hospital birth options” that entitles Massachusetts employees to earned sick time if the employee suffers a pregnancy loss or experiences a failed adoption, assisted reproduction, such as in vitro fertilization, or surrogacy.Continue Reading Massachusetts Implements New Law that Expands Covered Sick Time to Include Pregnancy Loss and Failed Adoption, Assisted Reproduction and Surrogacy

The Massachusetts Appellate Division of the District Court – North District recently issued a decision regarding whether retention bonuses constitute wages under the Massachusetts Wage Act, G.L. c. 149, § 148 (the “Wage Act”). In the matter of Nunez v. Syncsort Incorporated, NO. 23-ADCV-63NO, the court ruled that retention bonuses are not wages under the Wage Act and not subject to strict liability or treble damages under the Wage Act for failure to be timely paid.Continue Reading Court Rules Retention Bonuses Are Not Wages Under Massachusetts Wage Act

This year’s Massachusetts Employment Law Update presented by McLane Middleton’s employment attorneys will take place on Thursday, October 10, 2024 from 8:00a.m. to 12:30p.m. at the Crowne Plaza in Woburn. This half-day event will provide important legal updates relating to the human resource function of business. Join our employment attorneys in discussing the latest trends in employment law as we prepare you to manage your workforce in the coming year.Continue Reading 2024 Massachusetts Employment Law Update

McLane Middleton will be hosting two upcoming employment conferences this fall. Both conferences are designed for our employment attorneys to discuss the latest trends in employment law in both New Hampshire and Massachusetts and assist you in preparing to manage your workforce in the coming year.Continue Reading McLane Middleton to Host Two Employment Conferences This Fall 2023

The Massachusetts Wage Act, G.L. c. 149, §148 (the “Wage Act”) requires employers to pay employees discharged from employment all wages owed on the date of discharge.  Employees who resign from their employment must be paid all wages on the next regular payday following the end of their employment.  This requirement to pay all wages owed to an employee upon separation of employment includes an obligation to pay all regular wages, as well as an obligation to pay the employee for any accrued, unused vacation and certain commission payments.  Failure to comply with the Wage Act’s strict time deadlines will result in mandatory awards against the employer of treble damages and attorneys’ fees.  Certain officers and agents having management of the company may also face individual liability for violations.
Continue Reading Massachusetts Employers Beware! Treble Damages Are Available When Employers Are Even One Day Late with Final Wage Payment to Employee

The Massachusetts law providing up to forty hours of paid sick leave to employees for COVID-related absences will expire on March 15, 2022 according to a notice issued by Executive Office for Administration and Finance on Monday.  The law, which was enacted in May 2021, was meant to be effective until April 1, 2022, or the exhaustion of a fund established by the legislature to reimburse employers for the paid leave, whichever occurred first.
Continue Reading Massachusetts Emergency Paid Sick Leave Will End March 15, 2022

On Thursday, September 29, 2022, Massachusetts extended the paid sick leave program until April 1, 2022. The reason for taking such leave have also been broadened. Irrespective of the number of full-time employees an employer may have, the paid sick leave mandate requires Massachusetts employers provide another 40 hours of paid time off in order to deal with several COVID-19 related issues.
Continue Reading Massachusetts Extends COVID-19 Emergency Sick Leave Into 2022

On July 9, 2021, President Biden signed an Executive Order which directed the Federal Trade Commission to curtail the use of non-competes nation-wide in order to help promote competition and expand the economy. At the moment, only three states forbid the use of non-compete clauses in employment agreements: California, North Dakota and Oklahoma. Nearly one dozen states – including Massachusetts – have put tough restrictions on the use and enforcement of non-compete agreements irrespective of which employees are required to sign same.
Continue Reading Non-Competes May Become a Thing of the Past Across the Nation