Massachusetts FLSA Laws: Your Guide to Compliance
Secure Your Business with Massachusetts-Specific FLSA Auditing
Minimum Wage in Massachusetts
- Federal FLSA: $7.25/hour.
- Massachusetts Law: $15.00/hour (non-tipped) as of January 1, 2023, with annual CPI adjustments—$15.45/hour effective January 1, 2025 (M.G.L. Chapter 151, § 1). Tipped employees: $6.75/hour with a $8.70 tip credit.
- What You Need to Know: Higher state rate applies—violations trigger triple damages and fines up to $25,000.
Overtime Pay
- Federal FLSA: 1.5x regular rate for hours over 40/week.
- Massachusetts Specifics: Matches federal 40-hour rule but mandates 1.5x for Sundays/holidays unless exempt (e.g., retail with ≤7 employees). Overtime based on state minimum wage ($23.18/hour in 2025) (M.G.L. Chapter 151, § 1A).
- Risk: Sunday pay errors or misclassifications can lead to costly lawsuits or state audits.
Child Labor
- Massachusetts Rules: Minors under 14 restricted to limited roles; 14–15 capped at 3 hours/school day, 8 hours/non-school day; 16–17 barred from hazardous jobs. Work permits required under 18, plus strict night work limits (M.G.L. Chapter 149, § 56–105).
- Federal FLSA: Aligns, but Massachusetts’ night and permit rules are stricter—state law prevails.
Recordkeeping
- Federal FLSA: 3-year retention of payroll and hours records.
- Massachusetts Addition: 3 years minimum, with detailed pay stubs mandatory within 6 days of pay period end (M.G.L. Chapter 149, § 148).
Enforcement & Penalties
- Federal: DOL penalties, back wages, up to $1.2M average for violations.
- Massachusetts: Triple damages (treble wages) for unpaid wages, fines up to $25,000 per violation, plus Attorney General enforcement (M.G.L. Chapter 149, § 150).
Why It Matters for Your Business
- CFOs and Managers: Massachusetts’ high minimum wage, Sunday overtime rules, and triple-damage penalties create a compliance minefield. A single payroll misstep could cost millions in fines or litigation.
- Avoid Costly Mistakes: Stay compliant with expert FLSA auditing tailored to Massachusetts laws.
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