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Implementation of withholdings for Massachusetts Paid Family and Medical Leave (PFML) extended by three months

On June 11, 2019, Massachusetts Governor Charlie Baker announced an agreement had been reached with the legislature to delay the required contributions to the Massachusetts Paid Family and Medical Leave (PFML) by three months.

The legislature enacted Massachusetts Family Medical Leave Law in 2018. The law requires that employers notify current employees and certain independent contractors on or before May 31, 2019...

In January 2021, employees will be eligible to begin paid family and medical leave. While many are familiar with a federal law known as the Family Medical Leave Act (FMLA), this Massachusetts law differs in many respects and will apply to almost all employees in Massachusetts.

On October 1, 2018, a new law went into effect that impacts an employer’s use of non-competition agreements with Massachusetts employees.

On July 1, 2018, the Massachusetts Equal Pay Act goes into effect and all Massachusetts employers must pay their employees’ wages on an equal basis without regard to gender. With this effective date fast approaching, employers must take immediate steps to comply with this new law.

On July 8, 2018, New Hampshire will add gender identity to its list of protected statuses under its state anti-discrimination statute, RSA 354-A. New Hampshire law presently protects individuals from discrimination in employment, public and housing accommodation on the basis of age, sex, race, creed, color, marital status, familial status, physical or mental disability and national origin.

One question that comes up in my practice is whether accrued but unused sick time is considered “wages” under Massachusetts law and if an employer must pay a terminated employee such unused sick time upon termination.

For several years, the U.S. Department of Labor ceased issuance of opinion letters, which provided guidance to employers and employees covered by the Fair Labor Standard Act (FLSA) regarding wage and hour violations. On June 27, 2017, Secretary Acosta announced that the opinion letter is making a comeback!

In about a year (July 1, 2018), the Massachusetts Equal Pay Act will go into effect. Employers must take steps now to become compliant with this new law.