Massachusetts Printable Free Equal Opportunity Law Posters Massachusetts Fair Employment Law Poster

The Fair Employment Law is a Massachusetts equal opportunity law poster provided for businesses by the Massachusetts Department Of Labor and Workforce Development. This notification is required for some employers, such as employers who employ 6 or more people.

This mandatory poster is a quick reminder to employers and employees on Massachusetts's equal opportunity laws. It forbids discrimination from employment in several categories and includes information on how to report suspected cases.

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Boston Office: 1 Ashburton Pl., Suite 601, Boston, MA 02108 – P: 617-994-6000 F: 617-994-6024 
New Bedford Office: 800 Purchase St., Room 501, New Bedford, MA 02740 – P: 508-990-2390 F: 508-990-4260 
Springfield Office: 436 Dwight St., Room 220, Springfield, MA 01103 – P: 413-739-2145 F: 413-784-1056 
Worcester Office: 484 Main St., Room 320, Worcester, MA 01608 – P: 508-453-9630 F: 508-755-3861 
For more information, please see our website: Rev. 4/7/2015 
Applicants to and employees of private employers with 6 or more employees*, state and local governments, 
employment agencies and labor organizations are protected under Massachusetts General Laws Chapter 151B from 
discrimination on the following bases: 
M.G.L. c. 151B protects applicants and employees from 
discrimination in hiring, promotion, discharge, 
compensation, benefits, training, classification and other 
aspects of employment on the basis of race, color, religion, 
national origin (including unlawful language proficiency 
requirements), age (if you are 40 years old or older), sex 
(including pregnancy), gender identity, sexual orientation, 
genetic information, ancestry, and military service. 
Religious discrimination includes failing to reasonably 
accommodate an employee’s religious practices where the 
accommodation does not impose an undue hardship. 
Sexual harassment includes sexual advances, requests for 
sexual favors, and other verbal or physical conduct of a 
sexual nature when (a) submission to or rejection of such 
advances, requests or conduct is made explicitly or 
implicitly a term or condition of employment or as a basis 
for employment decisions; (b) such advances, requests or 
conduct have the purpose or effect of unreasonably 
interfering with a person’s work performance by creating 
an intimidating, hostile, humiliating or sexually offensive 
work environment. The law also prohibits harassment 
based on the protected classes set forth above. 
The law requires employers to grant an employee who has 
completed an initial probationary period and has given 
two (2) weeks’ notice of the anticipated date of departure 
and the employee’s intention to return, at least eight (8) 
weeks of paid or unpaid leave for the purpose of 
childbirth, adoption of a child under 18, or adoption of a 
child under 23 years old if the child has a mental or 
physical disability. 
M.G.L. c. 151B prohibits discrimination the basis of 
disability, a record of disability or perceived disability, in 
hiring, promotion, discharge, compensation, benefits, 
training, classification and other aspects of employment. 
Disability discrimination may include failing to reasonably 
accommodate an otherwise qualified person with a 
It is illegal to retaliate against any person because s/he has 
opposed any discriminatory practices or because s/he has 
filed a complaint, testified, or assisted in any proceeding 
before the Commission.  It is also illegal to aid, abet, incite, 
compel or coerce any act forbidden under M.G.L. c. 151B, 
or attempt to do so. 
M.G.L. c. 151B prohibits discrimination and harassment 
against certain domestic workers where the employer has 
one (1) or more employee.*  While some exclusions apply, 
domestic workers generally include individuals paid to 
perform work of a domestic nature within a household on 
a regular basis, such as housekeeping, housecleaning, 
nanny services, and/or caretaking.  Employers are 
prohibited from engaging in sexual harassment and 
harassment and/or discrimination based on the protected 
classes described above, i.e. race, color, etc.  Domestic 
workers are also entitled to parental leave.  
The law prohibits employers from asking applicants on an 
initial employment application for any criminal 
background information unless an exemption by statute or 
regulation exists.  
Employers may not refuse to hire or terminate an 
employee for failing to furnish information regarding 
his/her admission to a facility for the care and treatment 
of mentally ill persons. An employment application may 
not seek information about an applicant’s admission to 
such a facility. 
If you feel you have been harassed or discriminated 
against, you should immediately file a charge of 
discrimination with the Massachusetts Commission 
Against Discrimination,, at one of the 
offices below.  
An agreement with your employer to arbitrate your 
discrimination claim(s) does not bar you from filing a 
charge of discrimination.

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More Massachusetts Labor Law Posters 13 PDFS provides an additional twelve required and optional Massachusetts labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.

Massachusetts Poster Name Poster Type
Required Workers' Compensation Poster Workers Compensation Law
Required Workers' Compensation Poster (Spanish) Workers Compensation Law
Required Information on Employees' Unemployment Insurance Coverage Unemployment Law
Required Right to Know Workplace Notice Job Safety Law
Required Paid Family and Medical Leave Poster General Labor Law Poster

List of all 13 Massachusetts labor law posters

Massachusetts Labor Law Poster Sources:

Labor Poster Disclaimer:

While does our best to keep our list of Massachusetts labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.

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