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HOURLY WAGE INDEX

Let’s talk wages in Massachusetts

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$15.00

What is the minimum wage in Massachusetts?

The current minimum wage in Massachusetts is $15.00 per hour. This is higher than the federal minimum wage of $7.25 per hour. The Massachusetts minimum wage for tipped employees is $6.75 per hour. However, if the employee's tips combined with the hourly wage do not equal the minimum wage, the employer must make up the difference.

The Massachusetts minimum wage increases annually based on a formula in the law. The minimum wage is set to increase to $15.50 per hour on January 1, 2024.

There are some exceptions to the minimum wage law in Massachusetts. These include:

  • Learners: Employers may pay learners a sub-minimum wage of $4.25 per hour for the first 90 consecutive calendar days after the learner is initially employed by the employer.
  • Certain workers with physical or mental limitations: Employers may pay sub-minimum wages to workers with physical or mental limitations that limit their ability to do the job.
  • Employees under 18 years old: Employers may pay employees under 18 years old a sub-minimum wage of $4.25 per hour for the first 90 consecutive calendar days after the employee is initially employed by the employer.
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$38.62

What is the average wage in Massachusetts?

Average wage in Massachusetts is $38.62 per hour.
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$41.06

What is the living wage in Massachusetts?

Wages aren’t everything!

While pay is one of the main factors that hourly employees consider when choosing to join (or stay at) a company, it’s not the end all be all. Research shows that advancement opportunities, supportive management, and schedule flexibility are all incredibly important as well.

Want to learn more about this trend? We dive deep into the data behind which perks and benefits matter most to hourly workers. Check out our full conversation with expert Sara Wasserteil of Cara Collective.

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A guide to hourly labor laws in Massachusetts

Verified by Legal Counsel Brooke Davis

    • Final Paychecks:
      • Resignation: Paid in full on the next regular payday or if there is no regular payday, by the first Saturday after they quit.
      • Termination: Paid in full on their last day of work (Mass.gov) (Mass. Gen. Laws ch. 149, § 148).
    • Wage Payment Frequency: Weekly or bi-weekly. The deadline to pay depends on days worked in a week (Mass.gov) (Mass. Gen. Laws ch. 149, § 148).
    • Sick Leave:
      • Paid: Employers with 11 or more employees must provide paid sick time.
      • Unpaid: Employers with fewer employees must provide earned (paid or unpaid) sick time.
      • Accrual rate: At least 1 hour per every 30 worked (Mass.gov) (Mass. Gen. Laws ch. 149, § 148C).
    • Paid Family and Medical Leave: Massachusetts' Paid Family and Medical Leave (PFML) program provides up to 26 weeks of combined family and medical paid leave for qualifying reasons. This is in addition to FMLA's 12 unpaid weeks of leave (Mass. PFML) (Mass. Gen. Laws ch. 175M, § 1 et seq.) (FMLA).
  • Maximum Daily and Weekly Hours for Children Under 16:
    • General: Minors under 14 may not work. Minors under 16 are restricted from certain restaurant roles.
    • School session: Up to three hours on school days and 18 hours per week. Up to eight hours per day on Saturdays, Sundays, and holidays. Up to six days per week.
    • Non-school session: Up to eight hours per day, 40 hours per week, six days per week.
    • Hours: No work between 7 p.m. and 7 a.m., extended to 9 p.m. from July 1 until Labor Day. (Mass.gov) (Mass. Gen. Laws ch. 149, § 66).
  • Maximum Daily and Weekly Hours for Children 16 and 17:
    • General: Minors under 18 are restricted from certain restaurant roles.
    • School/non-school session: Up to nine hours per day, 48 hours per week, six days per week.
    • Hours: No work between 10 p.m. and 6 a.m. preceding a school day or midnight and 6 a.m. before non-school days (Mass.gov) (Mass. Gen. Laws ch. 149, § 67).

 

Frequently asked questions

What is the difference between gross wages and net wages?

It's important to remember that the Hourly Wage Index data above reflects gross wages, or the amount of money an employee earns before accounting for payroll deductions like taxes, benefits, or wage garnishments. Due to variability in tax rates across locations, slightly lower gross wages in a certain location might result in higher take home pay, or vice versa.

What is a good hourly wage?

This question is a difficult one to answer, as a "good hourly wage" is highly subjective according to experience, work responsibilities, cost of living, and other factors. We recommend using Hourly Wage Index data as a starting point. Once you have established a baseline for certain positions, do further research into similar businesses in your area.

Lastly, consider surveying your employees. They're the best resource to help you know what is a good hourly wage, what competitive pay looks like in your location, and how competitive wages change in your industry over time.

Offering competitive pay is one of my top priorities—what other resources do you have that might help?

We know that getting applicants to pay attention to your business can be extremely challenging, and that offering competitive pay is a huge part of that. Wages aren’t everything, however! Applicant experience is another important factor that can help set you apart from your competition. A few examples include:

  • Short, easy to understand job descriptions
  • Mobile-friendliness
  • Quick communication
  • Streamlined interview stages
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Boston Minimum Wage