Massachusetts and Rhode Island lawmakers were busy throughout 2025 enacting labor and employment-related legislation. Understanding these critical legal updates is essential for employers seeking to comply with applicable laws and ensure fair labor and employment practices in their workplace. Below is a selection of these important laws, highlighting key elements of each new legislation.

Massachusetts

House Bill H. 4890: An Act Relative To Salary Range Transparency

As of October 29, 2025, public and private employers with 25 or more employees in the Commonwealth of Massachusetts are required to disclose pay ranges in all job postings. Employers are also required to provide a pay range to any employee who is offered a promotion or requests the pay range for their current position. In addition, all Massachusetts employers with 100 or more employees must submit demographic and pay data to the Commonwealth for purposes of public reporting by the state. The federal EEO-I Employer Information Report can be used to satisfy this requirement.

Paid Family Medical Leave Act: Benefit Cap Increase

As of January 1, 2025, the maximum weekly benefit under the state’s Paid Family Medical Leave (PFML) Act is $1,170.64, up from $1,149.90 in 2024. Eligible employees may take leave under the Massachusetts PFML for up to 26 weeks per benefit year.

Rhode Island

RI General Law §28-12: Minimum Wage and Overtime Standards

Beginning January 1, 2026, Rhode Island’s minimum wage increased to $16.00 per hour, up from $15.00 per hour in 2025 (and will increase to $17.00 per hour on January 1, 2027).

House Bill No. 6161: Amendment to Fair Employment Practice Act to Include Accommodations for Menopause

Beginning on June 24, 2025, Rhode Island became the first state to require employers to provide reasonable accommodations for employees experiencing menopause. The state’s Fair Employment Practices Act requires employers to provide a reasonable accommodation for an employee’s condition related to pregnancy, childbirth, and related medical conditions. The amended law expands the definition of “related medical conditions” to include “the need to manage the effects of vasomotor symptoms” often referred to as “hot flashes” and “night sweats.”

In addition to providing accommodations, the law also amended the posting requirements. Employers must now post a written notice in the workplace notifying employees of their rights to request a reasonable accommodation for menopausal symptoms and to be free of menopause-based discrimination. Employers must also provide new employees with notice of their rights upon employment. Employers were required to provide existing employees notice of their rights by October 22, 2025. If an existing employee notifies their employer that they are experiencing menopausal related conditions, the employer is required to notify them of their rights within 10 days of the notification.

RI General Law, § 28-14-12: Amendment to Employment Records Requirements 

Beginning on January 1, 2026, employers are required to provide new employees with written notice of the following information:

• Rate of pay and basis, including the method of payment (e.g., hourly, by the shift, daily, weekly, salary, piece, commission) and the specific application of additional rates;
• Allowances (if any) to be claimed for meals and lodging;
• Employer’s policy(ies) regarding sick leave, vacation, personal leave, holidays and hours;
• Employment status and whether the employee is exempt from minimum wage and/or overtime;
• Deductions that may be made from employee’s pay;
• Number of days in a pay period, regularly scheduled payday, and the payday on which the employee will receive their first payment of wages earned;
• Legal name of the employer and the employer’s operating name (e.g., d/b/a) if different;
• Physical address of the employer’s principal place of business; and
• Telephone number of the employer.

To comply with the law, employers must obtain the employee’s signature confirming receipt of the information listed above and maintain their acknowledgment as part of the employee’s personnel file.

House Bill No. 5187: Expansion of Definition of “Employee”

Beginning on July 2, 2025, Rhode Island expanded the definition of “employee” in the state’s Labor Relations Act to include “any teaching assistants, research assistants, fellows, residential assistants and proctors who perform services for an employer in return for payment or other compensation, notwithstanding whether the employee is a student, or the supervised teaching, research, or other services are a component of their academic development.” The expansion now allows labor protections to cover more individuals, including student employees. These covered employees now have the right to unionize and seek remedies for unfair labor practices.

House Bill No. 5506: Captive Audience Ban

Beginning on July 2, 2025, employers may not mandate that an employee attend a meeting regarding religious or political matters. Employers may not take adverse action against an employee for their refusal to attend a meeting concerning religious or political matters or their refusal to listen to a speech or view communications concerning religious or political matters. This means that employers cannot force an employee to attend meetings regarding whether to join a union. Under the law, employers may still:

• Communicate to their employees any information that they are required by law to communicate, but only to the extent of such legal requirement;
• Communicate to their employees any information that is necessary to perform the employee’s job duties;
• Communicate with employees of higher education entities if it is part of coursework, symposia or an academic program at such institution; and
• Engage in casual conversations with employees if participation is not required. 

This law does create a private right of action for employees who believe their rights have been violated. Prevailing employees may be awarded injunctive relief, back pay, reestablishment of benefits and/or monetary damages.

RI General Law, § 5-23-2: Defines “Retail Employer” Impacting Employers Sunday and Holiday Premium Pay Obligations

Beginning on August 17, 2025, the Rhode Island Department of Labor and Training (DLT) clarified employers’ obligations to pay premium wages for work performed on Sundays and holidays. These rules introduce a formal definition of “retail business,” which plays a critical role in determining how premium pay is calculated. Retailers may count Sunday and holiday premium pay toward weekly overtime, while non-retailers must pay both separately, potentially increasing labor costs. The definition excludes businesses engaged primarily in wholesale, resale, manufacturing, or food service. Additionally, the DLT has removed the process for requesting new exemptions from Sunday/holiday premium pay, although previously granted exemptions remain valid.

Rhode Island Senate Bill Nos. 0829 and 2121: Amendments to Temporary Caregiver Insurance Program

On January 1, 2026, the scope of Rhode Island’s Temporary Caregiver Insurance (TCI) program expanded to include coverage for caring for siblings (whether biological, step, foster, or adopted) and leave for bone marrow and organ donation (allowing up to five days for bone marrow recovery and up to thirty days for organ donation recovery). Additionally, starting January 1, 2026, the TCI program has a maximum leave period of eight weeks (increased from seven weeks).