HD 288 creates new leave protections for contract workers (e.g., staffing agency employees) who are victims of domestic violence, stalking, sexual assault, or kidnapping. It allows up to 15 days of unpaid leave per year for purposes like seeking medical care, legal help, court appearances, or securing housing related to the abuse. Employers must permit this leave but can decide if it’s paid, require documentation (such as a protective order or sworn statement from a professional), and must keep all related information confidential. The bill specifically excludes regular employees (covered under existing law) and requires contract workers to use other available leave first before taking this leave.
HD 3850 raises Massachusetts' minimum wage in a phased approach, increasing it from $15.00 to $20.00 per hour by 2029. It directly affects all public and private employers in the state who must pay workers at least the new minimum wage rate. Starting in 2030, the law establishes an automatic annual adjustment based on inflation (using the Consumer Price Index) to maintain purchasing power, with the first adjustment calculated for January 2030. The bill also updates current wage rates for tipped workers and other categories through 2029.
SD 1531 requires employers to protect workers from extreme heat and cold hazards by implementing safety plans. It directly affects all workers in covered settings - including farmworkers, day laborers, temporary staff, and those in outdoor or unregulated indoor environments - when temperatures reach 80°F or higher (heat) or 60°F or lower (cold). Key provisions mandate paid rest breaks, access to shade/warmth, adequate drinking water, supervisor and worker training, and risk evaluations based on factors like humidity and workload. The law also specifies acclimatization protocols for new workers and defines "cool-down areas" to ensure safe temperature recovery.
This bill (HD 2914) strengthens child labor protections in Massachusetts by explicitly prohibiting minors from working in seafood packing or processing facilities, closing a previous exemption that allowed some child labor during summer months. It removes the prior exception permitting child labor in "fish processing" during June-October and adds seafood facilities to multiple existing prohibitions. Key changes include raising fines for violations from $500 to $20,000 for first offenses and $5,000 to $100,000 for repeat offenses, with penalties now running concurrently with other remedies. The bill directly affects employers in the seafood processing industry by expanding prohibited work settings and significantly increasing financial penalties for noncompliance.
Massachusetts bill SD 2280 (An Act protecting labor and abolishing barriers to organizing rights) expands labor protections for workers not covered by federal law. It redefines "employee" to include workers for nonprofits, healthcare facilities, and vendors serving the state, while explicitly excluding agricultural workers and domestic workers. The bill creates new rules for union authorization (requiring written majority support) and defines "joint employer" to hold multiple entities accountable for workplace terms. These changes aim to strengthen organizing rights and collective bargaining for private-sector workers across the Commonwealth.
This bill requires non-utility contractors repairing gas or electric pipelines on public infrastructure (like roads or sidewalks) to follow specific labor laws and obtain local wage standards from the Department of Labor every six months. It also mandates that gas and electric utilities request these wage rates for each municipality they work in. Within one year, the Department of Labor must create rules for a certification program ensuring contractors and workers meet training standards for pipeline repairs. The bill directly affects contractors performing pipeline work on public infrastructure and utilities managing those projects.
Report of the Office of the Attorney General (pursuant to line item 0810-0045 Chapter 140 of the Acts of 2024) summitting its FY25 AG Fair Wage Enforcement report
SD 1802 strengthens wage theft protections by requiring employers to provide new written wage notices to employees within 10 days of hire, detailing pay rates, benefits, and company details. It establishes joint liability for lead contractors, labor contractors, and subcontractors when wage theft occurs, meaning all can be held responsible. The Attorney General gains expanded power to file civil actions for unpaid wages, seeking triple damages and attorney fees, and can pursue injunctive relief. The bill also ensures unemployment benefits are calculated as if wages were properly paid when wage theft is proven during the benefit period. It directly affects employers, contractors, and employees in Massachusetts.
Massachusetts' HD 684 is a resolution formally ratifying a proposed constitutional amendment that would grant Congress authority to regulate child labor for individuals under 18 years old. The amendment, passed by Congress, would allow federal laws to limit, regulate, or prohibit labor of minors and suspend conflicting state laws where necessary. This resolution is part of the constitutional amendment process, requiring ratification by 3/4 of state legislatures to become part of the U.S. Constitution. It does not create new federal law but enables future congressional action on child labor regulation.
This bill establishes paid time off (PTO) and break requirements for agricultural workers in Massachusetts. Non-family agricultural employees (defined in the bill) earn 1 hour of PTO for every 40 hours worked, up to 55 hours per calendar year, with a 45-day waiting period before use. It also mandates two 15-minute breaks for 8+ hour shifts, requiring employers to provide hydration and temperature regulation during extreme weather. The bill clarifies the definition of "agricultural work" and ensures PTO cannot replace required sick leave under existing law.
