Massachusetts Free Printable General Labor Law Poster Posters Massachusetts Wage & Hour Laws Poster Required

The Massachusetts Wage & Hour Laws is a general labor law poster poster by the Massachusetts Department Of Labor and Workforce Development. This is a mandatory posting for all employers in Massachusetts, and businesses who fail to comply may be subject to fines or sanctions.

This poster must be posted in a conspicuous place where all employees will see it. This poster describes what the Minimum Wage is for tipped and untipped employees, when the Minimum Wage will go up, how much the Minimum Wage will be when it goes up, information regarding overtime and payment of wages. Other information includes child labor restrictions and requirements as well as Overtime regulations and who to contact should any employee feel like their rights are violated.

MA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Massachusetts and Federal poster requirements by clicking here .

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Office of Massachusetts Attorney General  Maura \fealey	The minimum wage is 	
Fair Lab\fr H\ftline	
(61\b) \b2\b-3465 
TTY (61\b) \b2\b-4\b65
Call: 10 a.m. – 4 p.m. (M–F)	
\bassachusetts Wage & H\fur Laws	
Rev. 01/201\b	
Empl\fyees Under 18 – Child Lab\fr     	\b.G.L. Chapter 149, Secti\fns 56 –105 	
All employers in Massachusetts must follow state and federal laws for employees who are under 18 (minors). These laws say when, where, and how long minors may work. They also say what kinds of work or tasks minors must NOT do. 
W\frk Permits Required - 	\b\fst w\frkers under 18 must \fbtain a w\frk permit. Empl\fyers must keep their min\fr w\frkers’ w\frk permits \fn file at the w\frksite. 	T\f get a w\frk permit, the min\fr must apply t\f the superintendent \ff the 
sch\f\fl district where s/he lives \fr g\fes t\f sch\f\fl. T\f learn m\fre ab\fut getting a w\frk permit, c\fntact the Department \ff Lab\fr Standards at (617) 626-6975, \fr
Danger\fus J\fbs & Tasks \bin\frs \bust N\ft D\f	
Age \bust N\ft
16 & 1\b	
•  Drive most motor vehicles or forklifts
•  Work at a job that requires that s/he have or use a firearm 
•  Use, clean or repair certain kinds of pow er-driven 
machines • 
\fandle, se rve, or sell alcoholic beverages
•  Work 30 or more feet off of the ground	
14 & 15	• Cook (except on electric or gas grills that do not have 
open flames), operate fryolators, rotisseries, NEICO 
broilers, or pressure cookers
•  Operate, clean or repair power-driven food slicers, 
grinders, choppers, proces sors, cutters, and mixers • 
Work in fr eezers or meat coolers
•  Perform any baking activities
•  Work in or near factories, construction sites, 
manufacturing plants, mechanized workplaces, 
garages, tu nnels, or other risky workplaces	
Under 14	•  Minors under 14 cannot work in Massachusetts in most 
These are just s\fme examples of tasks prohibited under both state and federal law. F\fr a c\fmplete list of prohibited jobs for 
minors, contact the Attorney General’s Fair Labor Division: (61\b) \b2\b-3465 • Or contact the 
U.S. Department of Labor: (61\b) 624-6\b00 •	
Time & Schedule Restricti\fns f\fr \bin\frs
Age \bust n\ft w\frk  At any time: 
16 & 1\b	
At  night, from 10 p.m. to 6 a.m. (or past 10:15 if the 
employer stops serving customers at 10 p.m.)
Exception: On non-school nights, may work until 11:30 p.m. 
or until midnight, if working at a restaurant or racetrack.  • 
More than 9 h\furs per day
•  More than 48 h\furs per week
•  More than 6 days per  week	
14 & 15	At night, from \b p.m. to \b a.m.  Exception: In summer ( July 1 – Labor Day), may work until 9 p.m.
During the Sch\f\fl Year:* 
• Du ring school hours 
•  More than 3 h\furs on any school day
•  More than 18 h\furs during any week 
•  More than 8 h\furs on any weekend or holiday	
When sch\f\fl is n\ft in sessi\fn:
• More than 8 h\furs on any day
•  More  than 40 h\furs per week
•  More than 6 days  per week	
*Exception: For school-approved career or experience-building jobs, students may be allowed to work during the school day, up to 23 
hours a week.
Adult Supervisi\fn Required After 8 p.m. - After 8 p.m., all min\frs must be directly supervised by an adult wh\f 
is l\fcated in the w\frkplace and is reas\fnably accessible. Exception: Adult supervisi\fn is n\ft required f\fr min\frs 
w\frking at a ki\fsk \fr stand in a c\fmm\fn area \ff an encl\fsed sh\fpping mall that has security fr\fm 8 p.m. until the 
mall cl\fses.	
W\frkplace N\ftice: State law requires all empl\fyers t\f p\fst this n\ftice at the w\frkplace in a 
l\fcati\fn where it can easily be read.  \b.G.L. Chapter 151, Secti\fn 16; 454 C.\b.R. 27.01(1)	
C\fntact the Att\frney General’s Fair Lab\fr Divisi\fn: (61\b) \b2\b-3465 –	
Empl\fyees Have the Right t\f Sue
Employees have the right to sue their employer for most violations of wage and hour laws.
Employees may sue as an individual or they may sue their employer as a group if they have similar complaints. Employees who win 
their case will receive back pay, triple damages, attorneys’ fees, and court costs.
Important! There are strict deadlines for starting a lawsuit. For most cases, the deadline is 3 years after the violation.
Sick Leave  	M.G.L. Chapter 149, Section 148C	
Most employees have the right to earn 1 hour of sick leave for every 30 hours they work, and they may earn and take up to 40 hours 
of sick leave a year. Employees begin accruing sick time on their first day of work. Employees must have access to their sick leave 90 
days after starting work.
Eligible employees may use their sick leave if they, their child, spouse, parent, or spouse’s parent is: sick, injured, or has a routine 
medical appointment. They may also use sick leave for themselves or their child to address the effects of domestic violence. 
Unless it is an emergency, employees must notify the employer before using sick leave.
Employees who miss more than 3 days in a row may need to provide their employer a doctor’s note
Paid Sick Leave 
Employers with 11 or more employees must  provide paid sick leave. Employers with fewer than 11 employees must provide sick 
leave; however, it does not need to be paid. Learn more about sick leave at:
D\fmestic Vi\flence Leave 	M.G.L. Chapter 149, Section 52E	
Employees who are victims, or whose family members are victims, of domestic violence, sexual assault, stalking or kidnapping have the 
right to 15 days of leave for related needs, such as health care, counseling, and victims services; safe housing; care and custody of their 
children; and legal help, protective orders, and going to court.
The leave can be paid or unpaid depending on the employer’s policy.  This law applies to employers with 50 or more employees.
Empl\fyers \bust N\ft  Retaliate  	M.G.L. Chapter 149, Section 148A; M.G.L. Chapter 151, Section 19	
It is against the law for an employer to punish or discriminate against an employee for making a complaint or trying to enforce the 
rights explained in this poster. 
The laws explained in this poster apply to all workers, regardless of immigration status, including undocumented workers. If an 
employer reports or threatens to report a worker to immigration authorities because the worker complained about a violation of 
rights, the employer can be prosecuted and/or subject to civil penalties.
Small Necessities Leave  	M.G.L. Chapter 149, Section 52D	
In some cases, employees have the right to take up to 24 hours unpaid leave every 12 months for their:
• child’s school activities,
•  child’s doctor or dentist appointment, or
•  elderly relative’s doctor or dentist appointments, or other appointments.
Employees are eligible for this leave if the employer has at least 50 employees and the employee has:  • been employed for at least 12 months by the employer and
•  worked at least 1,250 hours for the employer during the previous 12-month period.
Rights \ff Temp\frary W\frkers 	M.G.L. Chapter 149, Section 159C	
To learn about rights of temporary workers and employees hired through staffing agencies, call: 61\b-626-69\b0 or go to: 
Rights \ff D\fmestic W\frkers 	M.G.L. Chapter 149, Section 190	
To learn about additional rights for workers who provide housekeeping, cleaning, childcare, cooking, home management, elder care, 
or similar services in a household, go to
Public W\frks and Public C\fnstructi\fn W\frkers 	M.G.L. Chapter 149, Section 26-2\b\f	
Workers who work on public construction projects and certain other public work must be paid the prevailing wage, a minimum rate 
set by the Department of Labor Standards based on the type of work performed.
Empl\fyers \bust N\ft  Discriminate  	M.G.L. Chapter 149, Section 105A; M.G.L. Chapter 151B, Section 4	
Subject to certain limited exceptions, employers must not pay one employee less for doing the same or comparable work as another 
employee of the opposite sex. 
They must not discriminate in hiring, pay or other compensation, or other terms of employment based on a person’s:
• Race or color 
•  Religion, national origin, or ancestry
•  Sex (including pregnancy) • 
Sexual orientation or gender identity or expression
•  Genetic information or disability
•  Age 	
• Military service	
Rep\frting Pay 	454 C.M.R. 2\b.04	
Most employees must be paid for 3 hours at no less than minimum wage if s/he is scheduled to work 3 or more hours, and reports to 
work on time, and is not given the expected hours of work.	
Tips  	M.G.L. Chapter 149, Section 152A; M.G.L. Chapter 151, Section \b	
The hourly “service rate” applies to workers who provide services to customers and who make more than $20 a month in tips. 
The service rate is $3.75 per hour. The average hourly tips, plus the hourly service rate paid to the worker must add up to $11.00 (or 
Managers, supervisors and owners must never take any part of their employees’ tips.
Tips and service charges listed on a bill must be given only to wait staff, service bartenders, or other service employees according to 
the services provided by each employee. 
Tip pooling is allowed only for wait staff, service bartenders, and other service employees.
\binimum Wage 	M.G.L. Chapter 151, Sections 1, 2, 2A, and \b
The minimum wage is $11.00. 	
In Massachusetts, all workers are presumed to be employees. The minimum wage applies to all  employees, except:
•  agricultural workers ($8.00 per hour is the minimum wage for most agricultural workers),
•  members of a religious order,	
•  workers being trained in certain educational, nonprofit, or religious organizations, and
• outside salespeople.	
Overtime  	M.G.L. Chapter 151, Sections 1A and 1B	
Generally, employees who work more than 40 hours in any week must be paid overtime. Overtime pay is at least 1.5 x the regular rate 
of pay for each hour worked over 40 hours in a week. 
For some employees who get paid the “service rate,” the overtime rate is 1.5 x the basic minimum wage, not the service rate. 
Exception: Under state law, some jobs and workplaces are exempt from overtime. For a complete list of overtime exemptions, visit or call the Attorney General’s Fair Labor Division at (61\b) \b2\b-3465.
\beal Breaks 	 	M.G.L. Chapter 149, Sections 100 and 101	
Most employees who work more than 6 hours must get a 30-minute meal break. During their meal break, employees must be free of all 
duties and free to leave the workplace. If, at the request of the employer, an employee agrees to work or stay at the workplace during 
the meal break, s/he must get paid for that time.
Payr\fll Rec\frds 	M.G.L. Chapter 151, Section 15	
Payroll records must include the employee’s name, address, job/occupation, amount paid each pay period, and hours worked (each day 
and week).
Employers must keep payroll records for 3 years. Employees have the right to see their own payroll records at reasonable times and 
Payment \ff Wages  	M.G.L. Chapter 149, Section 148; 454 C.M.R. 2\b.02	
The law says when, what, and how employees must be paid. An employee’s pay (or wages) includes payment for all hours worked, including 
tips, earned vacation pay, promised holiday pay, and earned commissions that are definitely determined, due and payable.
\fourly employees must be paid every week or every other week (bi-weekly). The deadline to pay is 6 or \b days after the pay period ends, 
depending on how many days an employee worked during one calendar week. 
Employees who quit must be paid in full on the next regular payday or by the first Saturday after they quit (if there is no regular 
payday). Employees who are fired or laid off must be paid in full on their last day of work.
H\furs W\frked 	454 C.M.R. 2\b.02	
\fours worked or “working time” includes all time that an employee must be on duty at the employer’s worksite or other location, and 
works before or after the normal shift to complete the work.
Pay Deducti\fns 	M.G.L. Chapter 149, Section 148; 454 C.M.R. 2\b.05	
An employer cannot deduct money from an employee’s pay unless the law allows it (such as state and federal income taxes), or the 
employee asked for a deduction to be made for his/her own benefit (such as to put money aside in the employee’s savings account).  
An employer cannot take money from an employee’s pay for the employer’s ordinary business costs (for example:  supplies, materials 
or tools needed for the employee’s job). An employer who requires an employee to buy or rent a uniform must refund the actual costs 
to the employee.
The law also puts limits on when and how much money an employer can take from an employee’s pay for housing and meals the 
employer gives to the employee. 
Paystub Inf\frmati\fn    	M.G.L. Chapter 149, Section 148	
All employees must get a statement, at no cost, with their pay that says the name of the employer and employee, the date of payment 
(month, day, and year), the number of hours worked during the pay period, the hourly rate, and all deductions or increases made 
during the pay period.	

Other Massachusetts Labor Law Posters 5 PDFS

There are an additional six optional and mandatory Massachusetts labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

Poster Name Poster Type
Mandatory Workers' Compensation Poster Workers Compensation Law
Mandatory Workers' Compensation Poster (Spanish) Workers Compensation Law
Mandatory Information on Employees' Unemployment Insurance Coverage Unemployment Law
Mandatory Right to Know Workplace Notice Job Safety Law
Mandatory Massachusetts Wage & Hour Laws General Labor Law Poster

View all 7 Massachusetts labor law posters

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