HR Services in Massachusetts
The Employers Association of the NorthEast (EANE) helps Massachusetts employers get the people side of business done right. Every year, thousands of HR professionals and business leaders across New England count on us for HR consulting, leadership and workforce training, and answers from people who know their state, their industry, and their name.
We’re based in Massachusetts ourselves, and our consultants live and work in the states they advise on. When a Massachusetts employer calls about pay transparency or a PFML question, they reach someone who deals with these laws every week.
How We Help Massachusetts Employers
HR Hotline. A live HR professional on the phone when a question comes up.
RightFit HR. Flexible, fractional, on-demand HR support. Engage us for ongoing monthly support, a defined project, or to fill an urgent gap.
Employee relations. Conflict resolution, investigations, discipline, and terminations, handled with someone experienced beside you.
Compensation and benefits. Comp plan design and benchmarking built on regional wage data drawn from thousands of New England employees.
Compliance services. HR audits, handbook development with Massachusetts-specific policies, harassment prevention training that satisfies the state mandate, and more.
Leadership and workforce training. Public classes, on-site programs, and online learning that build managers who can actually manage.
HR Challenges in Massachusetts
Ask anyone who runs payroll here. Massachusetts employment law is layered, actively enforced, and it changes often. Here’s what’s on employers’ plates right now:
Pay transparency is in effect. Since October 29, 2025, Massachusetts employers with 25 or more employees must include a pay range in every job posting, internal or external. Employers with 100 or more employees also file wage data reports.
Paid Family and Medical Leave administration keeps evolving. Coordinating Paid Family and Medical Leave with earned sick time, disability policies, and job protection can be challenging.
The Wage Act. Massachusetts wage violations carry mandatory damages, and there’s no good-faith defense. Late final paychecks, misclassified employees, and vacation payout mistakes turn into three-times liability automatically.
Independent contractor classification is stricter here than almost anywhere. The Massachusetts ABC test presumes workers are employees unless all three prongs are met. Contractors who’d pass muster elsewhere often don’t here.
Earned sick time applies to everyone. Every Massachusetts employer must provide earned sick time (accrued at one hour per 30 worked, up to 40 hours a year), and it’s paid leave once you have 11 or more employees.
Resources for Massachusetts Employers
EANE in Other New England States
Frequently Asked Questions (FAQ)
Do I have to put pay ranges in my job postings in Massachusetts?
If you have 25 or more employees in Massachusetts, yes. Since October 29, 2025, every posting needs the pay range you genuinely expect to pay. Employers with 100 or more employees also submit wage data reports. A pay equity audit before you publish ranges saves a lot of awkward conversations after.
What does paid family and medical leave cost in 2026?
The contribution rate is 0.88% of eligible wages for employers with 25 or more covered individuals, and 0.46% for smaller employers (who don’t owe the employer share of the medical contribution). The harder question is usually administration: coordinating PFML with sick time, short-term disability, and job protection. That’s where we spend most of our PFML time with clients.
How risky is misclassifying a contractor in Massachusetts?
Riskier than almost anywhere else. Massachusetts uses a strict ABC test that presumes employee status, and Wage Act violations carry mandatory treble damages. If you’re not certain your 1099 relationships would hold up, that’s worth a review now rather than after a claim.
Is earned sick time required for small employers?
Yes, every Massachusetts employer provides earned sick time. It becomes paid once you have 11 or more employees; below that, it can be unpaid, but the accrual and job-protection rules still apply.
We have employees in Connecticut, Rhode Island, Vermont, New Hampshire and Maine too. Can you handle that?
That’s one of the most common situations we see, and yes. Our consultants work across all New England states, so you get one answer that accounts for every state involved instead of conflicting ones.
Do we have to become a member to work with you?
No. Membership has real advantages, including the HR Hotline and compliance alerts, but consulting, training, and project work are open to everyone.