As of late, federal labor laws have been subject to shifts due to changes in administration and evolving policies. These adjustments at the national level often leave employees and employers wondering: How do these federal changes affect Massachusetts workers? The good news is that Massachusetts has some of the strongest worker protections in the country, and state laws frequently provide more expansive rights than their federal counterparts.
Massachusetts Laws Provide Stronger Protections
Unlike many states that rely primarily on federal regulations, Massachusetts has long maintained its own robust employment laws. This means that even if the federal government weakens certain protections, Massachusetts employees typically remain safeguarded under state law. Some key areas where Massachusetts provides superior protections include:
Minimum Wage
The federal minimum wage has remained at $7.25 per hour since 2009, but Massachusetts has consistently set a higher standard. As of 2025, the minimum wage in Massachusetts is $15.00 per hour, with very few exceptions, far exceeding the federal requirement. Additionally, tipped workers in Massachusetts receive a higher tipped minimum wage than the federal standard, at $6.75 per hour.
Paid Family and Medical Leave (PFML)
While the federal Family and Medical Leave Act (FMLA) provides unpaid leave for qualifying employees, Massachusetts goes further. Under the Massachusetts Paid Family and Medical Leave (PFML) program, eligible employees can receive paid leave for medical issues, parental leave, and caregiving responsibilities. This ensures that workers do not have to choose between their health and financial stability.
Anti-Discrimination Laws
Massachusetts law prohibits workplace discrimination on the basis of race, gender, age, sexual orientation, gender identity, disability, and several other protected characteristics. While federal law also protects against discrimination, Massachusetts extends these protections to more categories and applies them to smaller employers who may not be covered under federal law.
Worker Misclassification Protections
Independent contractor misclassification is a significant issue across industries, and Massachusetts has stricter laws than the federal government to protect workers. Under the Massachusetts “ABC test,” a worker is presumed to be an employee unless the employer can prove otherwise, and sets strict requirements for employers to meet, making it more difficult for businesses to misclassify workers as independent contractors.
Overtime and Wage Payment Protections
While federal law requires overtime pay for non-exempt employees working over 40 hours per week, Massachusetts ensures additional protections, such as the timely payment of wages, stronger penalties for wage theft, and protection from retaliation when employees make complaints regarding unpaid wages. Employees who experience wage violations have avenues for legal recourse under state law.
What This Means for Massachusetts Workers and Employers
If the federal government rolls back worker protections, employees in Massachusetts can rest assured that their rights under state law remain intact. Employers should be aware that they must continue to comply with Massachusetts laws, even if federal requirements become less stringent. Failure to adhere to state regulations can result in significant penalties and legal consequences.
How Greene and Hafer Can Help
Given the ever-changing landscape of employment law, it is essential for workers and employers alike to stay informed. If you believe your rights have been violated or if you have questions about compliance, consulting with an experienced Massachusetts employment law attorney can provide clarity and guidance.
At Greene and Hafer, we are dedicated to protecting the rights of Massachusetts workers and advising employers on best practices to remain compliant with state regulations. To schedule an appointment with an experienced lawyer, contact our office.
