What your Massachusetts employee handbook must cover — and how Handbook Generator generates a compliant handbook automatically.
Generate My Massachusetts Handbook →State-specific compliance built in · Free preview · $49 to download
Massachusetts requires employers with 11+ employees to provide 40 hours of paid sick leave per year. Employers with fewer than 11 employees must provide 40 hours of unpaid sick leave. Accrual is 1 hour per 30 hours worked. Leave can be used for employee or family member illness and domestic violence situations.
Massachusetts PFML provides up to 26 weeks of paid leave per year funded through employer/employee payroll contributions. Leave covers serious health conditions, bonding with new children, and military family needs. Your handbook must describe employee PFML rights, how to apply, and premium deductions.
Massachusetts significantly restricts non-competes as of 2018. They must be in writing, provided before or on the first day of employment, limited to 1 year (up to 2 years for breach), and include garden leave pay (50% of salary) during the restricted period. Non-competes against non-exempt employees, employees under 18, and laid-off employees are banned.
Massachusetts requires final wages be paid on the same day as termination if involuntarily terminated. For resignations, final pay is due on the next regular payday. This is strictly enforced — violations can result in treble damages.
Chapter 151B covers employers with 6+ employees and includes broader protections than federal law including gender identity, sexual orientation, and genetic information. The Massachusetts Commission Against Discrimination (MCAD) handles complaints.
Massachusetts requires employers to post a notice of employees' earned sick time rights. Your handbook should include sick leave policy language consistent with the posted notice.
This information is for educational purposes only and does not constitute legal advice. Consult a licensed employment attorney for guidance specific to your situation.
Yes. Massachusetts requires immediate payment of final wages on the termination date for involuntary separations. This is one of the strictest final pay laws in the country. Violations can result in damages of 3x the unpaid wages plus attorney's fees.
With strict compliance — garden leave pay, 1-year maximum, exempt employees only, disclosed before hire. Non-competes for non-exempt (hourly) employees are banned entirely. Strong advice: have a Massachusetts employment attorney draft any non-compete.
Both may run concurrently when the employee qualifies for both. FMLA is unpaid (50+ employees). MA PFML is paid and covers most employers. Your handbook should address both and explain how they interact.
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