Massachusetts Employment Attorneys

At DearLegal, we connect you with experienced Massachusetts employment attorneys who handle Ch. 151B discrimination, Wage Act, retaliation, and wrongful-termination claims for workers across Boston, Cambridge, Worcester, Springfield, and Lowell. Whether you're facing a tech or biotech termination, a healthcare retaliation, a Wage Act treble-damages claim, or a non-compete dispute under MNAA, we'll match you with the right attorney — at no cost.

File with the Massachusetts Commission Against Discrimination (MCAD) within 300 days of the discriminatory act under G.L. c. 151B § 5. MCAD has a work-share with the EEOC. After 90 days at MCAD, you can withdraw and file in Superior Court within 3 years of the discriminatory act.

Ch. 151B covers race, color, religious creed, national origin, sex (including pregnancy and pregnancy-related conditions), gender identity, sexual orientation, age (40+), genetic information, ancestry, disability, military status, and veteran status. Massachusetts also has the broader Equal Rights Act (G.L. c. 93 § 102) for smaller employers.

The MNAA (G.L. c. 149 § 24L, effective October 1, 2018) heavily restricts employment non-competes. Required garden leave (at least 50% of base salary during the restricted period) or other mutually agreed consideration. Maximum 12 months. Must be in writing, given to the worker 10 business days before signing. Not enforceable against workers laid off or terminated without cause. Doesn't apply to non-exempt workers, students, or workers under 18.

The Massachusetts Wage Act (G.L. c. 149 § 148) requires timely payment of all wages and commissions. Violations carry mandatory treble damages and attorney fees — three times the unpaid wages, no matter how small. This makes Massachusetts one of the most worker-friendly states for wage claims. Note: liability extends to individual officers and managers personally.

Massachusetts Paid Family and Medical Leave (G.L. c. 175M, fully implemented 2021) provides up to 20 weeks of paid medical leave, 12 weeks of paid family leave, and 26 weeks combined annually. Benefits replace up to 80% of wages up to a cap. Funded by employer/employee payroll contributions.

No. G.L. c. 152 § 75B prohibits retaliation for workers' comp claims. Massachusetts also recognizes a public-policy wrongful-discharge tort.

Not without legal review. Ch. 151B has no compensatory damage caps for state-law claims, Wage Act treble damages, MNAA, and PFML accrued benefits make Massachusetts claims especially valuable. ADEA releases (40+) require 21 days to consider and 7-day revocation.

Why Do You Need a Employment Attorney in Massachusetts?

Massachusetts Chapter 151B (G.L. c. 151B) prohibits employment discrimination based on race, color, religious creed, national origin, sex (including pregnancy and pregnancy-related conditions), gender identity, sexual orientation, age (40+), genetic information, ancestry, disability, military status, and veteran status at employers with 6+ employees. Massachusetts also has the broader Equal Rights Act (G.L. c. 93 § 102) covering harassment at smaller employers. Charges are filed with the Massachusetts Commission Against Discrimination (MCAD) within 300 days. Massachusetts is at-will with a strong public-policy exception. The Massachusetts Noncompetition Agreement Act (MNAA, G.L. c. 149 § 24L, effective October 2018) restricts non-competes — required garden leave or other consideration, max 12 months, no enforcement against laid-off or terminated-without-cause workers, must give 10 days for review, and various worker categories (under-18, non-exempt, students) are exempt entirely. Massachusetts minimum wage is $15.00/hour (2024); the Massachusetts Wage Act (G.L. c. 149 § 148) provides mandatory treble damages and fee-shifting for unpaid wages. Massachusetts has Paid Family and Medical Leave (G.L. c. 175M, up to 26 weeks total) and Earned Sick Time (G.L. c. 149 § 148C).

When Do You Need a Employment Attorney in Massachusetts?

Our network includes Massachusetts employment attorneys who handle every kind of case, including:

Types of Employment Cases in Massachusetts

From the moment you connect with a Massachusetts employment attorney, they go to work protecting your claim. The most common case types we handle:

Missing the 300-day MCAD filing deadline

Signing a severance release without realizing Wage Act treble damages and Ch. 151B uncapped damages add up fast

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck without filing a Wage Act demand to the Attorney General first

Missing the 300-day MCAD filing deadline

Signing a severance release without realizing Wage Act treble damages and Ch. 151B uncapped damages add up fast

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck without filing a Wage Act demand to the Attorney General first

Common Massachusetts Employment Mistakes

Even a small misstep can hurt your case. Here’s what to avoid:

How Much Do Massachusetts Employment Attorneys Cost?

33%

Typical starting contingency fee — you pay nothing unless your attorney recovers compensation for you.

Massachusetts employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. Ch. 151B (uncapped state damages), MA Wage Act (mandatory treble damages + fees + personal liability), and federal employment statutes shift attorney fees to the employer when the worker prevails. The Wage Act's mandatory treble damages make even modest wage claims highly valuable.

What Can Your Massachusetts Employment Compensation Include?

Back Pay

Lost wages and benefits from termination to judgment under Ch. 151B and federal law. Uncapped.

Front Pay

Future lost earnings when reinstatement isn't feasible.

Compensatory Damages (No MA Cap)

Emotional distress and out-of-pocket losses. Federal Title VII / ADA cap $50K–$300K by employer size. Ch. 151B has NO compensatory damage cap — uncapped under state law.

Punitive Damages

Available under Ch. 151B for "outrageous" conduct without a statutory cap (Haddad v. Wal-Mart Stores). Federal Title VII / ADA punitives subject to federal cap.

Liquidated / Wage Act Treble Damages

MA Wage Act: MANDATORY treble damages plus attorney fees for unpaid wages. FLSA: doubles unpaid wages. ADEA: doubles back pay for willful violations. Wage Act personal liability for officers and managers.

Attorney Fees and Costs

Prevailing employees recover reasonable attorney fees under Ch. 151B, MA Wage Act (mandatory), MA Whistleblower Act, Title VII, ADA, ADEA, FLSA, and FMLA.

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DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Massachusetts Employment Attorneys

Why Do You Need a Employment Attorney in Massachusetts?

When Do You Need a Employment Attorney in Massachusetts?

Types of Employment Cases in Massachusetts

Common Massachusetts Employment Mistakes

How Much Do Massachusetts Employment Attorneys Cost?

What Can Your Massachusetts Employment Compensation Include?

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