Managing hourly workers in Massachusetts can be complex — especially around paid sick leave laws.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Hey, pass the lobstah. We're in Mass now, guy!
Massachusetts has some of the strongest worker protection laws in the United States, with clear rules on minimum wage, paid sick time, and vacation payout. The state also applies one of the strictest worker classification standards in the country under the ABC test. Employers must stay vigilant in following these laws, as Massachusetts aggressively enforces wage and hour compliance.
Partnering with an Employer of Record (EOR) like HireArt helps ensure every aspect of employment—from sick leave accrual to final pay—is handled correctly and efficiently.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Massachusetts maintains a statewide minimum wage with no local variations.
As of 2025, the minimum wage is $15.00 per hour. Because the state preempts local wage ordinances, this rate applies consistently across all cities and towns.
Employers must follow the higher applicable rate between state and local law.
Massachusetts guarantees paid sick leave through its Earned Sick Time law.
Employees accrue one hour of sick leave for every 30 hours worked, up to 40 hours per year. Employers with 11 or more employees must provide paid leave, while smaller employers may offer unpaid leave under the same accrual rules. Leave can be used for personal illness, family care, or medical appointments.
Massachusetts law preempts local governments from establishing separate wage or leave ordinances.
This creates a uniform compliance standard statewide. Employers must still ensure their internal policies meet or exceed the protections outlined in the state’s labor laws.
Massachusetts requires meal breaks for employees who work more than six consecutive hours.
Workers must receive at least a 30-minute unpaid meal period. Employers may not require employees to perform duties during this break, though exceptions exist for certain industries where continuous operations are necessary.
In Massachusetts, vacation time is legally treated as earned wages.
When an employee leaves a job—whether by termination or resignation—any accrued but unused vacation time must be paid out in full. “Use-it-or-lose-it” policies are not permitted, and failure to pay can result in wage law penalties.
Massachusetts does not have a general statute requiring reimbursement for business expenses.
However, employers should ensure no deductions unlawfully reduce an employee’s wages below the minimum wage threshold. Written policies outlining reimbursable expenses help ensure consistency and compliance.
Massachusetts enforces strict rules around pay transparency and final wages.
Failure to pay final wages on time may result in mandatory treble damages under Massachusetts wage law.
Massachusetts applies a strict ABC test to determine whether a worker is an employee or an independent contractor.
To classify a worker as an independent contractor, an employer must prove that (A) the individual is free from control and direction, (B) the service is outside the usual course of business, and (C) the worker is engaged in an independently established trade or occupation. If all three criteria are not met, the worker must be treated as an employee (W-2).
HireArt acts as an Employer of Record (EOR) to help companies manage compliance with Massachusetts’s strict labor standards. Through HireArt, employers can:
By partnering with HireArt, companies can reduce compliance risk, maintain transparency, and ensure full adherence to Massachusetts’s robust employee protections.
