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Updated for 2026 Regulations

Massachusetts Compliance Training
Requirements 2026

Navigate MA Chapter 151B harassment policy and training, PFML administration, and data security requirements with state-approved online courses.
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  • MA State Approved
  • Full Compliance Requirements
  • Massachusetts
  • 4 Compliance Requirements

Compliance Requirements

Each area below connects directly to employer policies, training requirements, recordkeeping, and workforce management.

Sexual Harassment Prevention (MA General Laws c.151B, §3A)

Employers with 6 or more employees
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Requirements

  • Written sexual harassment policy required — must be distributed to all employees
  • Annual distribution of policy (may be combined with employee handbook distribution)
  • Training recommended within 1 year of hire; refresher every 2 years
  • Managers and supervisors: additional training on complaint investigation and response
  • Required policy content: definition, prohibited conduct, complaint procedure, remedies, anti-retaliation statement

Key Standards

MA General Laws c.151B, §3A; MCAD guidelines ('Employer Information Sheet on Sexual Harassment'); federal Title VII

Penalties

MCAD: up to $50,000 (first violation); up to $100,000 (subsequent); civil suits: unlimited compensatory + punitive damages

Deadline: Policy must be in place at all times. Training: within 1 year of hire. Annual policy distribution.

Massachusetts Paid Family and Medical Leave (MA PFML)

All Massachusetts employers (with some exceptions for self-insured plans)

Requirements

  • Provide written PFML rights notice to all employees within 30 days of hire
  • Obtain signed acknowledgment from employees
  • Display PFML poster in English and other required languages
  • Train HR and managers on leave eligibility, benefits, tracking, and anti-retaliation
  • Employers with 25+ employees: contribute employer share of premiums

Key Standards

MA PFML Act (MGL c.175M); effective Jan 1, 2021 (benefits); DFML guidance

Penalties

MA DFML enforcement; civil penalties; employee retaliation claims

Deadline: Employee notice within 30 days of hire. Premiums and benefits active since 2021.

Massachusetts Equal Pay Act

All Massachusetts employers

Requirements

  • Pay equity analysis recommended (good faith audit creates affirmative defense)
  • Train hiring managers: salary history cannot be requested or used in compensation decisions
  • Establish pay scales based on job requirements
  • Pay secrecy policies prohibited
  • Job postings: salary range disclosure increasingly expected (not yet mandated; voluntary best practice)

Key Standards

MA Equal Pay Act (MGL c.149, §105A, effective July 1, 2018); AGO guidance

Penalties

Civil suits: back pay, liquidated damages equal to back pay, attorney fees; AGO enforcement

Deadline: Immediate — all requirements active. Good faith self-evaluation creates affirmative defense.

MA Data Security Regulations (201 CMR 17.00)

All businesses that own, license, store, or maintain personal information about Massachusetts residents
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Requirements

  • Develop and maintain a comprehensive Written Information Security Program (WISP)
  • Train all employees with access to personal information on proper handling and security policies
  • Designate an information security coordinator
  • Encryption of personal data on portable devices and in transit
  • Vendor management: contracts requiring WISP compliance

Key Standards

201 CMR 17.00 (MA Data Security Regulations, effective March 1, 2010); MA AG enforcement

Penalties

Up to $5,000 per violation; AG enforcement; civil suits from affected individuals

Deadline: Immediate — regulations have been in effect since 2010. Annual WISP review recommended.

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Required Courses for Massachusetts

6 courses mapped to the compliance areas above

Massachusetts Compliance Essentials

All required and recommended courses for complete Massachusetts coverage

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Sexual Harassment in the Workplace National

This interactive course equips employees with the knowledge to recognize harassment, take appropriate action, and support a respectful and inclusive work environment through realistic scenarios, interactive exercises, and assessments.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Preventing Sexual Harassment for Managers Course

Because managers act on behalf of their employer, they have heightened responsibilities for preventing and responding to sexual harassment. This course covers recognizing misconduct, responding to complaints, and meeting the training requirements enacted by federal, state, and local lawmakers.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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Preventing Sexual Harassment for Employees Course

Helps all employees understand their role in promoting a respectful, harassment-free workplace — covering what constitutes sexual harassment, its impact on coworkers and the work environment, and how to respond and report concerns.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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Bystander Intervention and Sexual Harassment Course

Teaches positive actions a person or a group can take to prevent harm or to intervene where there is a risk of sexual harassment. Provides guidance for safe actions that help de-escalate and deter both in-person and remote workplace sexual harassment.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Data Privacy and Cybersecurity Course

An overview of data privacy and security policies and employee responsibility — the types of information that need to be protected, privacy best practices, security procedures, what to do in a breach, password management, and phishing awareness.

  • 5 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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OSHA 10: General Industry

This DOL-recognized, OSHA-authorized 10-hour program covers walking-working surfaces, electrical safety, lockout/tagout, machine guarding, hazard communication under GHS, PPE, emergency action plans, and more — fully aligned with 29 CFR Part 1910.

  • 600 mins
  • Online, Self-Paced
  • Certificate of Completion

$59.00 per person

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Multi-State Considerations

Multi-state employers face differences across jurisdictions in definitions, coverage thresholds, employee protections, documentation requirements, and enforcement approaches. Massachusetts obligations apply based on where work is performed, where an employee resides, and how a role is structured. A state-specific approach prevents Massachusetts standards from being diluted by broad national policies while supporting consistent governance across the organization.

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Frequently asked questions

MA General Laws c.151B, §3A requires employers with 6 or more employees to have a written sexual harassment policy and provide training. Training within 1 year of hire and every 2 years thereafter is strongly recommended and treated as evidence of employer diligence by MCAD.

The Massachusetts Commission Against Discrimination (MCAD) enforces MA c.151B, which prohibits discrimination and harassment in employment. MCAD can impose fines up to $50,000 for first violations and $100,000 for repeat violations. Civil suits can result in unlimited damages.

All MA employers must provide written notice of PFML rights to employees within 30 days of hire, obtain signed acknowledgments, and train HR/managers on leave administration. Employers with 25+ employees also contribute an employer share of the PFML premium.

MA MGL c.149, §105A (effective July 1, 2018) prohibits salary history inquiries, pay secrecy policies, and requires equal pay for comparable work regardless of gender. Employers who conduct a good faith pay equity self-evaluation and make reasonable progress toward compliance have an affirmative defense.

Massachusetts' data security regulation (201 CMR 17.00) requires all businesses handling personal information of MA residents to implement a comprehensive Written Information Security Program (WISP), train employees, and use encryption on portable devices. It applies to businesses of any size.

Massachusetts uses federal OSHA for private-sector employers. A Massachusetts OSHA consultation service (MNOSH) provides free on-site consultations for small businesses. Massachusetts state and local government employees are covered under state plans.

The written policy must be maintained at all times and distributed annually. It should be updated whenever relevant laws change. MCAD recommends employers review and update their policy at least annually.

HR professionals and managers should be trained on: employee eligibility criteria, how to handle leave requests, intermittent leave, coordination with federal FMLA, anti-retaliation obligations, and the interaction with workers' compensation and short-term disability.

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