(650) 332-8623Massachusetts Break Laws: Meals, Rests, and More (2025)
Explore Massachusetts break laws, including meal breaks, protections for minors and nursing mothers, and employer obligations to ensure compliance and employee well-being in 2025.
Understanding Massachusetts Break Laws
Meal Breaks
Laws in MA Governing Meal Breaks
Massachusetts meal break laws are established under Massachusetts General Law (M.G.L.) Chapter 149, Sections 100 and 101, which provide guidance on meal breaks for employees, including specific rules for minors.
For Most Employees (Section 100)
- M.G.L. c. 149, § 100: Employers must provide a 30-minute meal break for employees who work more than six consecutive hours in a calendar day.
- During this break, employees must be relieved of all duties and allowed to leave the workplace.
- If an employee agrees to work or stay on-site during the meal break at the employer’s request, this time must be compensated.
For Minors (Section 56)
- Section 56: Employers must post a minor’s weekly schedule, including hours and breaks, in a visible area.
- There are also various hazardous areas where minors under 18 are strictly prohibited from working.
Non-Applicability of Statute for Certain Industries (Section 101)
- Section 101: This statute does not apply to ironworks, glassworks, paper mills, or other specified industries.
- The Attorney General may grant exemptions to additional workplaces if justified by the continuous nature of work or special circumstances, provided the exemption does not harm affected employees.
Rest Breaks
Laws in MA Governing Rest Breaks
Massachusetts does not require most employers to provide rest breaks for employees. The state follows federal guidelines on the matter, which do not mandate breaks unless specified by other regulations or collective bargaining agreements.
What's the Difference?
Meal Breaks vs. Rest Breaks in MA
Massachusetts’ break laws provide more specific protections for employees compared to federal law requirements.
- Rest Breaks: Federal law generally requires rest breaks to be paid if they are short (5-20 minutes) and contribute to work efficiency.
- Meal Breaks: Both laws agree that bona fide meal periods do not need to be paid if the employee is free from duty. Massachusetts adds a requirement for a mandatory 30-minute break for employees working more than six hours, with conditions allowing unpaid meal breaks if the employee is fully relieved of all work obligations.
Exemptions
What Type of Workers are Exempt from MA's Break Laws?
Massachusetts’ meal break requirements primarily apply to most employees working over six hours; however, certain industries and job types may be exempt.
Section 101: Non-applicability of Statute Relating to Mealtimes and Intervals for Meals
- Exempt Industries: Meal break regulations do not apply to iron works, glass works, paper mills, letterpress establishments, print works, bleaching works, or dyeing works.
- Attorney General Discretion: Additional exemptions may be granted by the attorney general if, in their discretion, the continuous nature of the work or special circumstances make it necessary. This includes situations impacted by collective bargaining agreements, provided the exemption does not harm the affected employees.
Differences Between MA and Federal Break Laws
Massachusetts’ break laws provide more specific protections for employees compared to federal law requirements.
Federal Law
- General Rule: Federal law does not mandate employers to provide breaks. However, if rest breaks are given (typically 5 to 20 minutes), they must be paid as working time (29 CFR 785.18). Meal periods, which generally last 30 minutes or more, do not need to be paid as long as the employee is completely relieved from duty (29 CFR 785.19).
Massachusetts Law
- Meal Break Requirement: Massachusetts law requires a 30-minute meal break for employees working more than six hours (M.G.L. c. 149, § 100). During this time, employees must be free of all duties and allowed to leave the workplace.
- Paid Meal Breaks: If an employee is asked to work or stay on-site during their meal break, the break must be paid.
- Exemptions: Certain industries (such as ironworks, glassworks, paper mills, etc.) are exempt from these requirements if the nature of work or specific conditions warrant an exemption. The Massachusetts Attorney General may also grant additional exemptions for collective bargaining agreements or other conditions, as long employees aren’t harmed (M.G.L. c. 149, § 101).
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Other Types of Breaks for Workers in Massachusetts
Massachusetts requires specific conditions for the work hours and breaks of minors. Employers must adhere to these regulations to ensure minors have adequate rest and are not employed in hazardous conditions.
- 30-Minute Meal Break: Minors working more than six hours must receive a 30-minute break during which they are free from duties and may leave the workplace (M.G.L. c. 149, § 100).
- Exceptions for Unauthorized Labor During Breaks: If a minor, without the employer’s consent or knowledge, works during a scheduled meal break, the employer is not held responsible if proper notices were posted prohibiting this (Section 102).
Massachusetts law provides protections for nursing employees, requiring reasonable accommodations and break time for expressing breast milk.
- Pregnant Workers Fairness Act: Employers with six or more employees must provide breaks and accommodations for nursing mothers, including access to a private, non-bathroom space for expressing milk (MCAD Guidance, 2018).
- PUMP for Nursing Mothers Act (Federal): This act, effective as of December 29, 2022, extends federal rights to provide reasonable break time and private, non-bathroom space for pumping breast milk for up to one year after childbirth.
Massachusetts law grants up to eight weeks of job-protected parental leave for the birth or adoption of a child and requires reasonable accommodations for pregnant employees, including more frequent breaks and lighter lifting restrictions.
Key Regulations for Nursing Mothers and Pregnant Workers:
- Break Time for Expressing Milk: Employers must provide reasonable, paid or unpaid breaks for employees to express breast milk for up to one year postpartum.
- Pregnant Workers Fairness Act: Prohibits discrimination and requires accommodations for pregnancy and lactation-related needs, including break time and private space for breastfeeding.
Recordkeeping Requirements for Breaks in MA
Massachusetts employers are required to maintain comprehensive records related to payroll, employee information, and personnel files:
Payroll Records
Under Massachusetts law (M.G.L. c. 151, sec. 15), employers must keep payroll records for a minimum of three years. These records must include:
- Employee name and address
- Job title or occupation
- Amount paid each pay period
- Hours worked (daily and weekly)
Employees have the right to view their own payroll records at reasonable times and locations.
Paystubs
Employers are required to provide employees with a detailed pay statement (M.G.L. c. 149, sec. 148) for each pay period. Paystubs must include:
- Employer and employee names
- Date of payment (month, day, and year)
- Hours worked during the pay period
- Hourly rate
- All deductions and increases applied during the pay period
Employers may not charge employees for paystubs, and electronic paystubs are permissible if employees can print them free of charge.
Personnel Records
According to M.G.L. c. 149, sec. 52C, personnel records kept by employers must be accessible to employees. Personnel records include any information related to an employee’s qualifications, promotions, transfers, compensation, or disciplinary actions. Key requirements include:
Employees have the right to submit a written statement to address any information they disagree with, which must be included whenever the record is shared with others.
Employers must allow employees to review or obtain a copy of their personnel file within five business days of a written request.
Employers must notify employees if any negative information is added to the file.
MA Penalties for Meal and Break Violations
Up to $15,000Wage and Hour Violations
Employers who fail to comply with Massachusetts wage and hour laws, such as those governing minimum wage, timely payment, or required breaks, may face significant penalties.
Fines range from $7,500 to $15,000 per violation, depending on the severity and whether the employer is a repeat offender.
Up to $10,000Recordkeeping Violations
Employers who do not comply with recordkeeping requirements, such as maintaining payroll records for three years or providing pay stubs, can be fined up to $10,000 per violation.
Damages + FeesMeal Break Violations
Under Massachusetts law, employers must provide a 30-minute unpaid meal break for every six hours worked, with employees fully relieved of duties and allowed to leave the worksite.
If an employee works during the meal break, employers are required to pay for that time.
Employers who automatically deduct pay for meal breaks without allowing full breaks risk class-action lawsuits for violating wage laws, with penalties including triple damages and attorney’s fees.
CitationsWage and Payment Violations
The Massachusetts Attorney General’s Office can issue civil citations for violations, ordering employers to pay restitution to workers and civil penalties.
Maximum penalties range from $7,500 to $25,000 per violation, based on factors such as the nature of the offense and prior violations.
Each pay period violation may be considered a separate offense, leading to additional penalties.
Employers have 21 days to pay penalties, stop the violations, or file an appeal within 10 days of receiving the citation with the Division of Administrative Law Appeals (DALA) and the Attorney General’s Office.
Misconceptions About Meals and Breaks in MA
Some employees in Massachusetts may believe they are automatically entitled to take breaks whenever they feel the need, especially on long shifts.
In Massachusetts, the law mandates a 30-minute meal break for employees working over six consecutive hours in a day, but it does not require employers to provide additional rest breaks or to allow breaks at arbitrary times.
Breaks are governed by specific rules, and unless an employer has a policy in place that goes beyond state law, employees are not automatically entitled to unscheduled breaks.
Employees may assume that any shift longer than six hours entitles them to a meal break without exception, regardless of job type or industry.
Massachusetts law requires a 30-minute, unpaid meal break for employees working more than six consecutive hours. However, certain industries (such as ironworks, glassworks, and paper mills) may be exempt from these requirements.
Furthermore, if an employee agrees to remain on-site or work during the meal break at the employer’s request, the employer must compensate them for that time.
Under Massachusetts law, meal breaks lasting 30 minutes or more are unpaid, as long as the employee is completely relieved of duties during the break and can leave the workplace.
If an employee works during this time, however, the employer must compensate the worker for that period. Short breaks (less than 20 minutes), if provided, are generally paid.
Under Massachusetts law, meal breaks lasting 30 minutes or more are unpaid, as long as the employee is completely relieved of duties during the break and can leave the workplace.
If an employee works during this time, however, the employer must compensate the worker for that period. Short breaks (less than 20 minutes), if provided, are generally paid.
Employees might think that all workers, regardless of industry, have identical rights to meal breaks.
Certain industries and job types in Massachusetts are exempt from the state’s meal break laws. For example, workers in ironworks, glassworks, and paper mills do not have the same break protections due to the nature of the work.
In addition, employers may seek exemptions from the Attorney General for specific circumstances, such as continuous work conditions, where breaks are not feasible.
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Employees: Know Your Rights to Meals and Breaks in PA
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Mandatory 30-Minute Meal Break
Most employees in Massachusetts who work more than six consecutive hours are entitled to a 30-minute meal break. During this break, employees must be free of all duties and allowed to leave the worksite. If an employee is required to work or remain on-site during this meal break, the employer must compensate them for this time.
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Breaks for Minors
Massachusetts law requires additional protections for minors. Minors working over six hours must receive a 30-minute break. Employers must post minors’ work schedules in a visible area and ensure they are not assigned to hazardous work areas.
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Exemptions for Certain Industries
Massachusetts law exempts certain industries, such as ironworks, glassworks, and paper mills, from meal break requirements. The Attorney General may grant further exemptions if the nature of work or specific conditions justify it, provided these exemptions do not harm employees. -
Federal vs. Massachusetts Break Laws
Federal law does not mandate breaks for employees, but if breaks under 20 minutes are provided, they must be paid. Massachusetts law, however, requires a 30-minute unpaid meal break for employees working over six hours, as long as they are fully relieved of duty. -
Breaks for Nursing Mothers
Under the Pregnant Workers Fairness Act, Massachusetts employers with six or more employees must provide reasonable accommodations for breastfeeding, including break time and a private, non-bathroom space for expressing milk. Federal law (PUMP Act) also requires reasonable breaks for nursing mothers up to one year postpartum.
Employer Obligations for Meals and Breaks in MA
Employers in Massachusetts are required to adhere to specific regulations regarding meal breaks and rest periods, as outlined under Massachusetts General Laws (M.G.L.). Here’s a breakdown of their obligations:
- Provide Meal Breaks for Employees: Employers must provide a 30-minute meal break for employees who work more than six consecutive hours in a calendar day. During this time, employees must be relieved of all duties and allowed to leave the workplace. If employees are required to work during this break, the employer must compensate them for the time worked.
- Maintain Clear Policies for Minors: Employers must post the weekly work schedule of minors (under 18) in a visible area, including designated meal and rest break times. Additionally, minors are restricted from working in hazardous conditions, and certain industries may be exempt from the meal break requirements.
- Record-keeping and Documentation: Massachusetts employers are required to maintain payroll records for at least three years, including hours worked and meal breaks taken. Employers must also provide employees with detailed pay stubs every pay period and ensure that personnel records are accessible for review.
- Understand Exemptions and Special Circumstances: Certain industries, such as ironworks and glassworks, may be exempt from meal break regulations if the continuous nature of work or special circumstances justify it. The Attorney General can grant further exemptions under specific conditions, including in cases impacted by collective bargaining agreements.
- Support for Nursing and Pregnant Workers: Massachusetts law mandates employers with six or more employees to provide reasonable accommodations for breastfeeding employees, including break time and a private, non-bathroom space for expressing milk. Additionally, employers must offer job protections and accommodations for pregnant workers, including more frequent breaks and lighter duties as needed.
Benefits to Employees
Complying with Massachusetts labor laws on meal and break times can greatly enhance employee welfare and satisfaction:
- Enhanced Well-Being: Regular, mandated breaks help employees recharge, which reduces fatigue, enhances mental clarity, and promotes physical health, fostering a healthier work environment.
- Increased Job Satisfaction and Retention: By respecting employees’ right to breaks, employers can boost morale and increase retention, as employees are more likely to stay loyal to a workplace that values their well-being.
- Higher Productivity: Taking breaks as required by law allows employees to return to their tasks with renewed focus and energy, ultimately contributing to improved productivity and job performance.
Benefits to Employers
Massachusetts break and meal laws offer benefits that go beyond compliance, giving employers a strategic advantage:
- Legal Compliance and Reduced Risk: Following state laws on breaks helps employers avoid costly penalties, lawsuits, and potential class actions that could arise from wage and hour disputes.
- Greater Efficiency and Output: Allowing employees to rest as mandated reduces errors and improves the quality of work, making operations smoother and more efficient.
- Improved Workplace Culture: Employers who prioritize breaks foster a supportive environment, which can lead to better team cohesion, a positive work culture, and enhanced company reputation.
- Cost Savings Through Reduced Turnover: High employee satisfaction stemming from fair break policies reduces turnover rates, leading to lower costs related to recruiting, hiring, and training new employees.
The Bottom Line on MA Meal and Break Laws
In conclusion, Massachusetts’ break laws emphasize the importance of fair treatment and clear guidelines for both employers and employees.
With a mandated 30-minute meal break for workers after six hours and additional protections for minors and nursing mothers, Massachusetts stands out in prioritizing employee health and rights. Employers are encouraged to maintain compliance by implementing clear policies, educating staff, and regularly monitoring practices, while employees should stay informed of their rights to ensure a respectful and balanced workplace.
Following Massachusetts labor laws fosters a positive work culture that prioritizes employee well-being, reduces turnover, and boosts productivity. As workplace dynamics evolve, staying proactive and compliant in break policies will be essential for a sustainable and thriving business environment in 2025 and beyond.
To help ensure compliance with Massachusetts’ break laws, consider using tools like Workyard, which streamlines time-tracking and recording employee meals and breaks. With customizable features tailored to your industry, Workyard can help you maintain compliance while promoting a healthier work environment.
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Employees in Massachusetts working more than six consecutive hours are entitled to a 30-minute meal break. During this break, they must be free from all duties and may leave the worksite.
Yes, certain industries such as ironworks, glassworks, and paper mills are exempt from the meal break requirements. The Attorney General may grant further exemptions in specific circumstances, but these must not harm employees’ rights.
Minors working over six hours must receive a 30-minute break. Additionally, employers must post minors’ work schedules and ensure they are not assigned hazardous tasks. Employers are also not responsible if minors work during breaks without consent.
Yes, Massachusetts law, through the Pregnant Workers Fairness Act, requires employers with six or more employees to provide reasonable break times and a private, non-bathroom space for nursing mothers to express milk. This is in addition to federal protections under the PUMP Act.
Employers may face fines of up to $15,000 for wage and hour violations and up to $10,000 for record-keeping violations. In cases of meal break violations, penalties may include triple damages and attorney’s fees.
