🇺🇸 Massachusetts Minimum Wage — 2026 UPDATE

Massachusetts Minimum Wage 2026

⚠️Informational only — not legal or tax advice.

Last Updated: February 4, 2026
Last Reviewed: February 4, 2026
Applicable Period: 2026
Jurisdiction: State of Massachusetts, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

Minimum Wage in Massachusetts 2026

Table of Contents

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Introduction

The minimum wage in Massachusetts establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Massachusetts maintains a minimum wage of $15.00 per hour, which has remained unchanged since January 1, 2023. The state permits a service rate of $6.75 per hour for tipped employees, provided their combined tips and wages equal at least the full minimum wage.

Minimum wage regulations in Massachusetts operate under Massachusetts General Laws Chapter 151 alongside federal requirements established by the Fair Labor Standards Act (FLSA). When state minimum wage rates exceed the federal standard of $7.25 per hour, employers must comply with the higher state rate. Massachusetts allows tip credits for qualifying service employees, and the state enforces a uniform minimum wage across all jurisdictions without local variations.

This page provides an authoritative overview of Massachusetts minimum wage law for 2026, including current rates, tipped employee provisions, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.

Massachusetts Minimum Wage — 2026 Quick Reference
Category Rate Effective Date Official Source
State minimum wage $15.00/hour January 1, 2023 M.G.L. c. 151, § 1
Tipped minimum wage (service rate) $6.75/hour January 1, 2023 M.G.L. c. 151, § 7
Tip credit allowed Yes (up to $8.25) — M.G.L. c. 151, § 7
Agricultural minimum wage $8.00/hour Ongoing M.G.L. c. 151, § 2A
Next scheduled increase None N/A No future increases planned
Rate adjustment mechanism Fixed — Requires legislative action
Federal minimum wage $7.25/hour July 24, 2009 FLSA
Local minimum wages No — State preemption

Last verified: February 4, 2026 via Massachusetts Department of Labor Standards website

Overview of Minimum Wage Law in Massachusetts

Legal Authority

Massachusetts minimum wage requirements are established under Massachusetts General Laws Chapter 151, Minimum Fair Wages. The Massachusetts Department of Labor Standards and the Massachusetts Attorney General’s Office administer and enforce minimum wage regulations in Massachusetts. The state minimum wage law was significantly amended by Chapter 121 of the Acts of 2018, known as the “Grand Bargain,” which established a phased increase schedule culminating in the current $15.00 rate.

Relationship to Federal Law

Under the Fair Labor Standards Act (FLSA), the federal minimum wage establishes a floor of $7.25 per hour for covered employers and employees. Massachusetts law operates independently of federal minimum wage standards. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.

Because Massachusetts’s minimum wage of $15.00 exceeds the federal minimum, most covered employers must comply with the state rate. Massachusetts law explicitly states that the state minimum wage shall be no less than $0.50 higher than the effective federal minimum rate, ensuring the state rate remains above the federal floor.

Coverage Scope

Massachusetts minimum wage law applies to all employers and employees in an occupation as defined by state law, with limited exceptions. The law does not distinguish between full-time and part-time employment, and both types of employees are covered. Specific industries and employee types may be exempt under state law or subject to different rates, such as agricultural workers who have a minimum wage of $8.00 per hour.

Higher Rate Principle

The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal, state, or local. In Massachusetts, this means employers must comply with whichever minimum wage rate provides employees the highest hourly compensation. Because Massachusetts does not permit local minimum wage ordinances, the statewide rate of $15.00 applies uniformly across all jurisdictions.

Current Minimum Wage Rates in Massachusetts 2026

Standard Hourly Minimum Wage

As of January 1, 2023, and continuing through 2026, the standard minimum wage in Massachusetts is $15.00 per hour for covered employees. This rate applies to all non-exempt employees working for employers subject to Massachusetts minimum wage law, regardless of employer size or industry, with limited exceptions.

The $15.00 rate was the final increase under the Grand Bargain legislation (Chapter 121 of the Acts of 2018), which implemented a phased increase schedule from 2019 through 2023. Massachusetts does not have an automatic annual adjustment mechanism tied to inflation or the Consumer Price Index. Future minimum wage increases would require new legislation passed by the Massachusetts Legislature or approval through a ballot question.

Agricultural Minimum Wage

Most agricultural workers in Massachusetts are subject to a separate minimum wage of $8.00 per hour under M.G.L. c. 151, § 2A. This rate applies to employees engaged in agriculture and farming activities, except for payments made to children 17 years of age or under, or to a parent, spouse, children, or other member of the employer’s immediate family.

The agricultural minimum wage has remained at $8.00 per hour and is not subject to the standard minimum wage increases. Agricultural employers covered by federal law must still comply with the federal minimum wage of $7.25 per hour, making the Massachusetts agricultural rate $0.75 higher than the federal minimum.

No Scheduled Increases

No further minimum wage increases are currently scheduled in Massachusetts. The minimum wage will remain at $15.00 per hour unless changed by future legislation. According to the Massachusetts Department of Labor Standards, the 2023 increase was the final increase of the five-year Grand Bargain agreement. Further increases must be approved either by the Massachusetts Legislature or by the people via a ballot question.

Massachusetts does not have provisions for automatic adjustment based on economic indicators such as the Consumer Price Index. Any future changes to the minimum wage require affirmative legislative or ballot action.

Minimum Wage for Tipped Employees

Tipped Employee Cash Wage

Massachusetts permits employers to pay tipped employees a reduced cash wage, known as the “service rate,” provided that employee tips combined with the cash wage equal at least the full minimum wage of $15.00 per hour.

Cash wage requirement: $6.75 per hour
Maximum tip credit: $8.25 per hour
Total minimum compensation: $15.00 per hour (cash wage + tips)

The service rate has been $6.75 per hour since January 1, 2023, as established under M.G.L. c. 151, § 7. Employers must ensure that tipped employees receive at least $15.00 per hour when combining the service rate and actual tips received.

Who Qualifies as a Tipped Employee

Under Massachusetts law, a “tipped employee” is defined as an employee who customarily and regularly receives more than $20 per month in tips. According to 454 CMR 27.02, the minimum wage regulations, tipped employees include individuals who regularly receive gratuities of more than $20 a month. Qualifying occupations typically include:

  • Restaurant servers and bartenders
  • Hotel and hospitality service workers
  • Food delivery drivers who receive tips
  • Parking attendants and valets
  • Banquet servers and catering staff
  • Other service occupations where customers customarily provide gratuities

Employer Obligations for Tipped Workers

Employers who pay tipped employees the service rate must comply with strict requirements under Massachusetts law:

  1. Inform employees in writing of the tip credit provisions before paying the service rate, as required by M.G.L. c. 151, § 7
  2. Calculate wage obligations per shift by determining whether tips plus service rate equal $15.00 per hour at the completion of each shift worked by the employee
  3. Pay the difference immediately if an employee’s tips plus service rate fail to bring total compensation to the minimum wage of $15.00 per hour, with payments consistent with M.G.L. c. 149, § 148
  4. Retain tips for employees except as permitted through valid tip pooling arrangements under M.G.L. c. 149, § 152A
  5. Maintain accurate records of employee tips, hours worked, and wages paid

Employers cannot use the service rate unless all requirements are met. If any condition is not satisfied, employers must pay the full basic minimum wage of $15.00 per hour.

Tip Pooling and Sharing

Massachusetts law regulates tip pooling arrangements under M.G.L. c. 149, § 152A. Tip pooling is permitted among certain categories of employees who directly serve customers:

Who may participate in tip pools:

  • Wait staff employees who serve food or beverages directly to patrons
  • Service employees who provide direct service to customers
  • Service bartenders who prepare drinks for customer service

Who cannot participate in tip pools:

  • Employers and business owners
  • Employees with managerial responsibility
  • Employees not engaged in direct service of food or beverages to patrons
  • Kitchen staff, dishwashers, and other non-service employees (with limited exceptions)

Tips and service charges may only be distributed to wait staff, service employees, and service bartenders. Employers are explicitly forbidden from retaining any portion of tips or requiring employees to remit tips to managers, owners, or other non-service personnel.

Service Charges

Mandatory service charges added to customer bills must be clearly distinguished from tips. Under Massachusetts law, any amount designated as a “service charge” or added to a customer’s bill may only be distributed to wait staff, service bartenders, or service employees. Employers must clearly and conspicuously describe any fees on receipts and make evident to customers whether amounts are service charges that will be distributed to employees or other fees retained by the business.

Local Minimum Wage Ordinances in Massachusetts

Massachusetts law does not authorize cities and counties to enact their own minimum wage rates that differ from the state minimum wage. All employers in Massachusetts must comply with the uniform statewide rate of $15.00 per hour established under M.G.L. c. 151, § 1.

While Massachusetts does not permit local minimum wage ordinances, the City of Boston has enacted a Living Wage Ordinance that applies to specific categories of workers employed under city contracts or by recipients of city assistance. The Boston Living Wage Ordinance, established under the Boston Jobs, Living Wage and Prevailing Wage Ordinance, requires certain employers to pay a living wage rate that exceeds the state minimum wage.

Boston Living Wage Ordinance

The City of Boston Living Wage Ordinance applies to:

  • Workers providing labor under a service contract or subcontract with the City of Boston for $25,000 or more
  • Workers employed by direct recipients of financial assistance from the City of Boston of $100,000 or more (including grants, loans, tax incentives, subsidies, and loan forgiveness)

Coverage requirements:

  • For-profit employers who employ at least 25 Full-Time Equivalent Employees (FTEs)
  • Not-for-profit employers who employ at least 100 FTEs

The living wage rate is adjusted annually in July. Employers subject to the ordinance must pay the applicable living wage rate, which is higher than the state minimum wage of $15.00 per hour.

Note: The Boston Living Wage Ordinance is not a general citywide minimum wage but applies only to specific categories of workers employed under qualifying city contracts or by recipients of substantial city assistance. Most workers in Boston are subject to the standard Massachusetts minimum wage of $15.00 per hour.

Statewide Uniformity

Massachusetts enforces a uniform minimum wage across all jurisdictions. No cities or counties have enacted general minimum wage ordinances establishing higher rates for all workers within their boundaries. Employers operating in multiple locations throughout Massachusetts benefit from consistent payroll requirements without geographic wage variations.

Who Is Covered and Who Is Exempt

Employees Covered by Massachusetts Minimum Wage

Massachusetts minimum wage law covers most employees working in the Commonwealth. Unless specifically exempted, covered employees include:

  • Private sector workers: Full-time and part-time employees of private businesses operating in Massachusetts
  • Salaried non-exempt employees: Employees paid on a salary basis who do not qualify for executive, administrative, or professional exemptions
  • Hourly employees: Workers compensated on an hourly basis in covered occupations
  • Temporary and seasonal workers: Workers employed on a temporary or seasonal basis in covered occupations
  • Minor employees: Workers under age 18, subject to youth employment permit requirements
  • Part-time employees: Massachusetts law does not distinguish between full-time and part-time employment for minimum wage purposes

The law applies to all employers who employ any person in an occupation in Massachusetts, regardless of employer size or annual revenue.

Common Exemptions

The following categories of employees may be exempt from Massachusetts minimum wage requirements:

Executive, Administrative, and Professional Employees
Employees performing bona fide executive, administrative, or professional duties may be exempt if they meet both salary and duties tests. The exemption analysis requires detailed evaluation of job duties and compensation structure. Employers should consult 454 CMR 27.00 and the Massachusetts Attorney General’s guidance for specific exemption criteria.

Outside Sales Employees
Employees whose primary duty is making sales away from the employer’s place of business and who are customarily and regularly engaged away from the employer’s business location may be exempt from minimum wage requirements under M.G.L. c. 151.

Agricultural Workers
Agricultural workers are covered by minimum wage law but subject to a separate rate of $8.00 per hour under M.G.L. c. 151, § 2A. This includes employees engaged in agriculture and farming activities. The only exception applies to payments made to children 17 years of age or under, or to a parent, spouse, children, or other member of the employer’s immediate family.

Members of Religious Orders
Members of religious orders performing services for their religious organizations may be exempt from minimum wage requirements.

Learners and Apprentices
The Commissioner of the Department of Labor Standards may establish a suitable scale of rates for learners and apprentices in certain occupations, which may be less than the regular minimum wage rates. In retail, merchandising, or laundry establishments, such learner and apprentice rates apply only to the first 80 hours during which the person is employed.

Workers with Disabilities
Employers may obtain special certificates under M.G.L. c. 151, § 9 authorizing employment at less than minimum wage rates for workers whose productive capacity is impaired by disability. Employers must apply for and receive approval from the Massachusetts Department of Labor Standards before paying subminimum wages to workers with disabilities.

Certain Trainees in Educational or Nonprofit Organizations
Workers being trained in certain educational, nonprofit, or religious organizations may be exempt from minimum wage requirements under specific circumstances.

Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. However, Massachusetts applies a strict three-part test under M.G.L. c. 149, § 148B to determine independent contractor status. Misclassification may result in penalties, back wages, and other remedies. The individual must:

  1. Be free from direction and control in performing work
  2. Perform work outside the usual course of the employer’s business
  3. Be customarily engaged in an independently established trade, occupation, profession, or business

Municipal Employees
According to a 2002 Massachusetts Department of Labor Standards opinion letter, municipal employees are excluded from the state minimum wage law but are subject to the federal minimum wage law under M.G.L. c. 41, § 108A.

Employer Obligations and Enforcement

Employer Compliance Requirements

Employers subject to Massachusetts minimum wage law must:

  1. Pay the applicable minimum wage of $15.00 per hour (or $6.75 service rate for qualifying tipped employees) for all hours worked
  2. Maintain accurate payroll records as required by M.G.L. c. 151, § 15, including:
    • Employee names and addresses
    • Hours worked each workday and workweek
    • Wage rates and total wages paid each pay period
    • Deductions from wages
    • Tips received (for tipped employees)
  3. Display required workplace posters informing employees of minimum wage rates and workplace rights. Posters are available from the Massachusetts Attorney General’s Office
  4. Issue compliant wage statements showing gross wages, deductions, and net pay with each payment of wages
  5. Provide written notice to tipped employees of service rate provisions before paying the service rate
  6. Calculate and pay wage shortfalls for tipped employees whose tips plus service rate do not equal $15.00 per hour

Recordkeeping Requirements: Employers must maintain payroll records for three years from the entry date of the record. Records must be kept in a central location in Massachusetts and be readily available for inspection by the Massachusetts Attorney General’s Office or the Department of Labor Standards. If an employee requests their payroll records, the employer must provide a copy within 10 business days.

Enforcement of Minimum Wage Law

The Massachusetts Attorney General’s Office, Fair Labor Division enforces minimum wage requirements in Massachusetts. The Department of Labor Standards also has authority to investigate minimum wage compliance. These agencies:

  • Investigate wage complaints filed by employees
  • Conduct routine compliance inspections
  • Issue citations and orders for wage violations
  • Collect unpaid wages and penalties on behalf of employees
  • Refer cases for criminal prosecution when appropriate
  • Enforce anti-retaliation provisions protecting workers who report violations

Filing a Complaint: Employees who believe they have not been paid proper minimum wage may file a complaint with the Massachusetts Attorney General’s Office through:

Massachusetts law prohibits retaliation against employees who file wage complaints, cooperate with investigations, or assert their rights under minimum wage law.

Penalties for Minimum Wage Violations

Employers who violate Massachusetts minimum wage law may be subject to:

Back Wages: Employers must pay employees the difference between wages paid and the required minimum wage for all hours worked. The statute of limitations for wage claims is three years under M.G.L. c. 151, § 20A.

Treble Damages: Under M.G.L. c. 149, § 150, employees may recover triple damages (three times the unpaid wages) for violations of minimum wage requirements, serving as both compensation and deterrent.

Interest: Unpaid wages accrue interest from the date wages were due.

Attorney Fees and Costs: Employees who prevail in minimum wage actions may recover reasonable attorney fees and costs of litigation under M.G.L. c. 149, § 150.

Civil Citations and Penalties: The Attorney General may issue civil citations ordering employers to pay restitution to workers and civil penalties. Maximum penalties range from $7,500 to $25,000 per violation, depending on whether it is the first violation and whether the offense is intentional. Each failure to comply during a pay period may constitute a separate violation.

Criminal Penalties: The Attorney General may enforce minimum wage law criminally. Employers found to have violated minimum wage law in criminal court may be required to pay up to $50,000 in penalties and may be imprisoned for up to two years for each violation.

Debarment from Public Contracts: Employers who violate minimum wage law may be barred from public works contracting for one year.

Tax Liens: For uncollected citations, the Department of Revenue may place tax liens on the real and personal property of the employer and business.

Massachusetts Minimum Wage vs Federal Law

The Federal Minimum Wage Floor

The Fair Labor Standards Act (FLSA) establishes a federal minimum wage of $7.25 per hour, which has remained unchanged since July 24, 2009. This federal rate sets a floor for minimum wage requirements nationwide and applies to employers engaged in interstate commerce or with annual gross sales exceeding $500,000, as well as employees of certain enterprises and institutions.

When State Law Applies

Because Massachusetts’s minimum wage of $15.00 exceeds the federal minimum, most employees working in Massachusetts are entitled to the higher state rate. The federal minimum serves as a fallback only for the limited category of employers covered by federal but not state law.

Massachusetts law explicitly requires that the state minimum wage be at least $0.50 higher than the effective federal minimum rate under M.G.L. c. 151, § 1. This provision ensures Massachusetts maintains a minimum wage above the federal floor even if federal rates change.

Higher Applicable Rate Rule

The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal or state—provides employees the highest hourly wage. This rule ensures workers receive maximum protection under applicable law.

Practical Application:

  1. Identify all minimum wage rates that may apply (federal and state)
  2. Determine which rates cover the specific employer and employee
  3. Pay the highest applicable rate

In Massachusetts, this means comparing the federal minimum of $7.25 with the state minimum of $15.00 and paying the higher state rate for covered employees.

Minimum Wage Posting Requirements

Massachusetts law requires employers to display an official minimum wage notice in a conspicuous location accessible to all employees. The poster must include current wage rates, employee rights, and contact information for the Massachusetts Attorney General’s Office and Department of Labor Standards.

Where to obtain posters:

Posting locations: The notice must be posted in each workplace location where employees can readily see it, typically near time clocks, in break rooms, or at other prominent locations frequented by employees.

Compliance: Failure to display required workplace posters may result in citations and penalties from the Massachusetts Attorney General’s Office or Department of Labor Standards. Employers must update posters when minimum wage rates change or when new workplace laws take effect.

Contact for posters:

  • Massachusetts Department of Labor Standards
  • Phone: (617) 626-6951
  • Address: 100 Cambridge Street, Suite 500, Boston, MA 02114

Frequently Asked Questions: Minimum Wage in Massachusetts 2026

What is the minimum wage in Massachusetts in 2026?

The minimum wage in Massachusetts is $15.00 per hour as of January 1, 2023, and remains unchanged through 2026. This rate applies to most covered employees. Tipped employees must receive a service rate of at least $6.75 per hour, with tips bringing total compensation to $15.00 per hour. Agricultural workers have a separate minimum wage of $8.00 per hour.

When is the next minimum wage increase in Massachusetts?

No minimum wage increases are currently scheduled in Massachusetts. The rate will remain $15.00 per hour unless changed by future legislation. The 2023 increase was the final increase under the Grand Bargain legislation enacted in 2018. Future increases require approval by the Massachusetts Legislature or through a ballot question.

Does Massachusetts allow tip credit?

Yes, Massachusetts permits employers to pay tipped employees a service rate of $6.75 per hour, with up to $8.25 in tip credit, provided total compensation reaches $15.00 per hour. Employers must inform employees in writing of tip credit provisions and ensure tips plus service rate equal the full minimum wage. If tips are insufficient, employers must make up the difference immediately.

Are there different minimum wages in different cities in Massachusetts?

No, Massachusetts maintains a uniform statewide minimum wage of $15.00 per hour. Cities and counties are not authorized to enact their own minimum wage ordinances. The City of Boston has a Living Wage Ordinance that applies to specific categories of workers employed under city contracts or by recipients of substantial city assistance, but this is not a general citywide minimum wage.

Who is exempt from minimum wage in Massachusetts?

Common exemptions from Massachusetts minimum wage include executive, administrative, and professional employees meeting salary and duties tests, outside sales employees, members of religious orders, certain learners and apprentices, and properly classified independent contractors. Agricultural workers are covered but subject to a separate rate of $8.00 per hour. Municipal employees are exempt from state minimum wage but covered by federal law.

What happens if an employer pays below minimum wage in Massachusetts?

Employers who pay below minimum wage face back wage liability, treble damages (three times the unpaid amount), civil penalties up to $25,000 per violation, and potential criminal prosecution with fines up to $50,000 and imprisonment up to two years. Employees can file complaints with the Massachusetts Attorney General’s Fair Labor Division to recover unpaid wages. Massachusetts law prohibits retaliation against workers who report violations.

Do small businesses have to pay minimum wage in Massachusetts?

Yes, all employers in Massachusetts must pay minimum wage regardless of size. The law does not exempt small businesses based on number of employees or annual revenue. Even businesses with one employee must comply with the $15.00 hourly rate for covered employees.

Is Massachusetts’s minimum wage higher than the federal minimum?

Yes, Massachusetts’s minimum wage of $15.00 is $7.75 higher than the federal minimum wage of $7.25. Employers in Massachusetts must pay the higher state rate. Massachusetts law requires the state minimum wage to be at least $0.50 higher than the federal minimum, ensuring the state rate remains above the federal floor.

How often does Massachusetts increase its minimum wage?

Massachusetts does not have automatic annual increases tied to inflation or the Consumer Price Index. The minimum wage has remained at $15.00 since January 2023, when the final increase under the Grand Bargain legislation took effect. Future increases require new legislation passed by the Massachusetts Legislature or approval through a ballot question.

Can employers pay less than minimum wage during training?

The Commissioner of the Department of Labor Standards may establish learner and apprentice rates less than the regular minimum wage for certain occupations. In retail, merchandising, or laundry establishments, such rates apply only to the first 80 hours of employment. Employers must obtain approval from the Department of Labor Standards before paying training wages. Most employees must receive the full minimum wage from the first hour of employment.

How to file a minimum wage complaint in Massachusetts

Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Massachusetts Attorney General’s Fair Labor Division. Filing methods include:

  • Online portal: https://www.mass.gov/how-to/file-a-workplace-complaint
  • Phone: (617) 727-3465 (Fair Labor Division)
  • Minimum Wage Hotline: (617) 626-6951
  • In-person: Attorney General’s Office, One Ashburton Place, Boston, MA 02108
  • Mail: Fair Labor Division, Office of the Attorney General, One Ashburton Place, Boston, MA 02108

The Attorney General’s Office will investigate the complaint and may recover unpaid wages on behalf of the employee. Massachusetts law prohibits employer retaliation against workers who file wage complaints or participate in investigations. Employees also have the right to file lawsuits in Massachusetts courts for wage violations.

Do remote workers in Massachusetts get the Massachusetts minimum wage?

Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Massachusetts are typically entitled to Massachusetts’s minimum wage of $15.00 per hour, even if their employer is based in another state. The physical work location, not the employer’s location, generally determines applicable minimum wage requirements.

Information Verification Log

All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.

Massachusetts Minimum Wage — Sources & Verification Log
Source Last Verified Full URL
Massachusetts General Laws, Chapter 151, Section 1 February 4, 2026 https://malegislature.gov/.../Chapter151/Section1
Massachusetts General Laws, Chapter 151, Section 7 February 4, 2026 https://malegislature.gov/.../Chapter151/Section7
Massachusetts General Laws, Chapter 151, Section 2A February 4, 2026 https://malegislature.gov/.../Chapter151/Section2A
Massachusetts General Laws, Chapter 149, Section 152A February 4, 2026 https://malegislature.gov/.../Chapter149/Section152A
Massachusetts Department of Labor Standards – Minimum Wage Program February 4, 2026 https://www.mass.gov/minimum-wage-program
Massachusetts Attorney General – Wage and Hour Laws February 4, 2026 https://www.mass.gov/wage-and-hour-laws
454 CMR 27.00 – Minimum Wage Regulations February 4, 2026 https://www.mass.gov/.../454-cmr-27-minimum-wage
Chapter 121 of the Acts of 2018 (Grand Bargain) February 4, 2026 https://malegislature.gov/.../Acts/2018/Chapter121
Boston Living Wage Ordinance February 4, 2026 https://www.boston.gov/.../workers-rights
U.S. Department of Labor – Fair Labor Standards Act February 4, 2026 https://www.dol.gov/agencies/whd/flsa

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Legal Disclaimer: Nature of This Compilation This document is a compilation of publicly available information from official government sources. It is NOT: Legal advice An interpretation of laws or regulations A substitute for consultation with a licensed attorney A comprehensive treatment of all applicable laws Guaranteed to be complete or current