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

 Massachusetts Wage & Hour Laws PDF

The Massachusetts Wage & Hour Laws is a labor law posters 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. It describes what the minimum wage is for tipped and untipped employees, when and how much the minimum wage will increase, information regarding overtime, and payment of wages. Other information includes child labor restrictions and requirements, overtime regulations, meal breaks, 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 .

Hours Worked	 	454 C.M.R. 27.02	
Hours 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.	
Office of Massachusetts 	
Attorney General 	 	
Maura Healey	
Fair Labor Hotline	
(617) 727-3465 	
TTY (617) 727-4765	
Massachusetts Wage & Hour Laws	
Rev. 06/2021	
Employees Under 18 – Child Labor    	 	M.G.L. Chapter 149, Sections 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. 	
Work Permits Required - 	Most workers under 18 must obtain a work permit. Employers must keep their minor workers’ work permits on file at the worksite. 	To get a work permit, the minor must apply to the superintendent of the 	
school district where the minor lives or goes to school. To learn more about getting a work permit, contact the Department of Labor Standards at 	(617) 626-6975, or	
Dangerous Jobs & Tasks Minors Must Not Do
Age	Must Not	
16 & 17	• 	Drive most motor vehicles or forklifts	
• 	Work at a job that requires that he employee have or use a 
• 	Use, clean or repair certain kinds of pow	er-driven machines	
• 	Handle, se	rve, or sell alcoholic beverages	
• 	Work 30 or	 more feet off of the ground	
14 & 15	• 	Cook (except o	n 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 cases.	
These are just some examples	 of tasks prohibited under both state and federal law. 	For a complete list 	of prohibited jobs for 	
minors, contact the Attorney General’s Fair Labor Division: (617) 727-3465 •	 Or contact the 	
U.S. Department of Labor: (617) 624-6700 •	
Time & Schedule Restrictions for Minors
Age	Must not work 	At any time: 	
16 & 17	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 hours 	per day	
• 	More than 	48 hours	 per week	
• 	More than 	6 days	 per	 week	
14 & 15	At 	night	, from 7 p.m. to 7 a.m.  	Exception:	 In summer ( July 1 – Labor Day), may work until 9 p.m.	
During the School Year:* 
• 	Du	ring school hours 	
• 	More than 	3 hours 	on any school day	
• 	More than 	18 hours	 during any week 	
• 	More than 	8 hours 	on any we	ekend or holiday	
When school is not in session:
• 	More than 	8 hours	 on any day	
• 	More	 than 	40 hours 	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 Supervision Required After 8 p.m. - 	After 8 p.m., all minors must be directly supervised by an adult who 	
is located in the workplace and is reasonably accessible. 	Exception: 	Adult supervision is not required for minors 	
working at a kiosk or stand in a common area of an enclosed shopping mall that has security from 8 p.m. until the 
mall closes.	
State law requires all employers to 
post this notice at the workplace in a 
location where it can easily be read.  
M.G.L. Chapter 151, Section 16; 	 	
454 C.M.R. 27.07(1)	
Contact the Attorney General’s Fair Labor Division: 	(617) 727-3465	 –	
Employees Have the Right to Sue 	M.G.L. Chapter 149, Section 150; M.G.L. Chapter 151, Sections 1B and 20	
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 or 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.
Domestic Violence 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.
Employers Must 	Not	 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 of Temporary Workers 	M.G.L. Chapter 149, Section 159C	
To learn about rights of temporary workers and employees hired through staffing agencies, call: 617-626-6970 or go to:	. 	
Rights of Domestic Workers 	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 Works and Public Construction Workers 	M.G.L. Chapter 149, Section 26-27H	
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.
Employers Must 	Not	 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 a different gender. 
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	
Reporting Pay 	454 C.M.R. 27.04(1)	
Most employees must be paid for 3 hours at no less than minimum wage if the employee 	is scheduled to work 3 or more hours, and 	
reports to work on time, and is not given the expected hours of work.	
Minimum Wage
M.G.L. Chapter 151, Sections 1, 2, 2A, and 7
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.	
Effective Date	Minimum Wage	Service Rate	
January 1, 2017	$11.00	$3.75	
January 1, 2019	$12.00	$4.35	
January 1, 2020	$12.75	$4.95	
January 1, 2021	$13.50	$5.55	
January 1, 2022	$14.25	$6.15	
January 1, 2023	$15.00	$6.75	
Tips 	M.G.L. Chapter 149, Section 152A; M.G.L. Chapter 151, Section 7	
The hourly “service rate” applies to workers who provide services to customers and who make more than $20 a month in tips. 
The average hourly tips, plus the hourly service rate paid to the worker must add up to the minimum wage per each shift.
Employers, owners and employees with managerial or supervisory responsibilities on a given day must never take any of your tips.
Tips and service charges listed on a bill must be given only to wait staff, service bartenders, or other service employees. 
Tip pooling is allowed only for wait staff, service bartenders, and other service employees.
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 (617) 727-3465.	
Meal 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, the employee must get paid for that time.
Payroll Records 	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 of Wages  	M.G.L. Chapter 149, Section 148; 454 C.M.R. 27.02	
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.
Hourly employees must be paid every week or every other week (bi-weekly). The deadline to pay is 6 or 7 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.	
Pay Deductions 	M.G.L. Chapter 149, Section 148; 454 C.M.R. 27.05	
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 the employee’s own benefit (such as to put money aside in the employee’s savings 
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 Information    	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 4 PDFS

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