Massachusetts has not enacted statewide predictive or fair workweek scheduling, and Boston has no local advance-notice scheduling ordinance for retail, fast food, or hospitality workers.
Unlike Seattle, San Francisco, New York, or Philadelphia, neither Massachusetts nor Boston imposes mandatory advance scheduling notice, predictability pay, or right-to-rest between shifts on private employers. Multiple Home Rule petitions and state bills have been filed but none have passed. Boston employers must still comply with general MGL Ch. 151 wage rules, MGL Ch. 149 §148 timely payment requirements, and the state's voluntary reporting pay rules entitling employees who report to scheduled shifts to a minimum of three hours pay. Collective bargaining agreements may provide stronger scheduling protections in the hotel and grocery sectors.
Because no predictive scheduling law applies, complaints generally proceed under MGL Ch. 149 §148 timely-payment provisions or contract grievances; AG enforcement and treble damages apply for unpaid reporting pay.
Boston, MA
Boston employees are covered by two state-level paid leave regimes: Paid Family and Medical Leave under MGL Ch. 175M and Earned Sick Time under MGL Ch. 149 §...
Boston, MA
Boston cannot set its own minimum wage; Massachusetts General Laws Chapter 151 §1 establishes a uniform $15 statewide hourly minimum wage with no carve-out a...
See how Boston's worker scheduling preemption rules stack up against other locations.
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