---
title: "Massachusetts Exempt Salary Threshold 2026 ($35,568/yr Salary & Overtime Test)"
source_url: "https://statepayrules.com/salaried-exempt/massachusetts/"
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retrieved_by: "AnswerRail Edge Engine v1.1.0-parity-v20 (https://answerrail.com)"
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description: "2026 Massachusetts salaried exempt minimum threshold ($35,568/yr or $684/wk), FLSA $35,568 floor vs $58,656 DOL benchmark, and unpaid overtime calculator under M.G.L. c. 151 § 1."
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> **Canonical Source:** [https://statepayrules.com/salaried-exempt/massachusetts/](https://statepayrules.com/salaried-exempt/massachusetts/)
>
> *2026 Massachusetts salaried exempt minimum threshold ($35,568/yr or $684/wk), FLSA $35,568 floor vs $58,656 DOL benchmark, and unpaid overtime calculator under M.G.L. c. 151 § 1.*

### Managing payroll or shift workers in Massachusetts?

Avoid Department of Labor non-compliance fines. Automate state-specific overtime, double-time rules, tip credits, and statutory tax withholdings with **Gusto Payroll Automation**.

## Interactive Massachusetts Salary Exemption Audit Tool

Instant 30-second check: Are you legally entitled to 1.5x overtime?

Loading audit calculation...

If your salary is under $35,568, your employer may owe you back overtime pay.

## Federal FLSA vs Massachusetts Exemption Matrix (2026)

Where state law grants greater protection or higher salary thresholds than federal standards, **state law supersedes federal FLSA regulations** under 29 U.S.C. § 218(a).

| Compliance Standard | Federal FLSA Floor | Massachusetts Statutory Mandate |
| :--- | :--- | :--- |
| Annual Minimum Salary | $35,568 / yr (Vacated DOL rule: $58,656/yr) | $35,568 / yr |
| Weekly Minimum Salary | $684 / wk (Vacated DOL rule: $1,128/wk) | $684 / wk |
| Primary Duties Test | 29 C.F.R. § 541 (Exec/Admin/Prof) | M.G.L. c. 151 § 1 Duties Rule |
| Overtime Rate if Below Threshold | 1.5x Regular Rate | 1.5x Regular Rate |

## The Mandatory Two-Part Exemption Test in Massachusetts

Paying an employee a fixed salary does **NOT** automatically disqualify them from overtime pay. In Massachusetts, an employer MUST satisfy both statutory prongs under 29 C.F.R. § 541 and M.G.L. c. 151 § 1:

### Salary Threshold Test

Employee must earn at least **$35,568 annually** ($684/wk) on a true, non-deductible salary basis.

### Primary Duties Test

Actual daily work must consist primarily of executive leadership, administrative judgment, or specialized professional knowledge (not routine labor).

## FLSA & State Duty Exemptions Breakdown

### Help Massachusetts Coworkers Audit Unpaid Wage Violations

Over $3 Billion in statutory overtime, daily premiums, and meal break penalty pay goes uncollected every year. Share this free statutory utility with your team or shift coworkers.

### Statutory Summary

Massachusetts sets statutory minimum wage at $15.00/hr ($6.75 tipped rate). Overtime required at 1.5x regular pay for hours over 40 per workweek.

### Audit Your Massachusetts Overtime

Check if your employer owes you back overtime pay under MA state law.

## Audit Your Massachusetts Salary Exemption & Overtime Rights

Over $3 Billion in unpaid overtime & statutory wage violations go uncollected every year. Audit your 2026 Massachusetts salary floor ($35,568/yr) and FLSA duty tests in seconds.

### Statutory Compliance Internal Mesh

#### Massachusetts Statutory Guides

- [Massachusetts Payday Laws →](https://statepayrules.com/payday-laws/massachusetts)
- [Massachusetts Meal & Rest Breaks →](https://statepayrules.com/break-laws/massachusetts)
- [Massachusetts Salaried Exempt Rules →](https://statepayrules.com/salaried-exempt/massachusetts)
- [Massachusetts Payroll Tax Rates →](https://statepayrules.com/payroll-taxes/massachusetts)

#### Compare Massachusetts Pay Rules

- [Massachusetts vs New York →](https://statepayrules.com/calculator/compare/massachusetts-vs-new-york)
- [Massachusetts vs Connecticut →](https://statepayrules.com/calculator/compare/massachusetts-vs-connecticut)
- [Massachusetts vs Rhode Island →](https://statepayrules.com/calculator/compare/massachusetts-vs-rhode-island)

#### Massachusetts Profession Tools

- [Massachusetts Registered Nurse →](https://statepayrules.com/calculator/massachusetts/registered-nurse)
- [Massachusetts Fast Food & Counter Worker →](https://statepayrules.com/calculator/massachusetts/fast-food-worker)
- [Massachusetts Construction Laborer →](https://statepayrules.com/calculator/massachusetts/construction-laborer)
- [Massachusetts Electrician →](https://statepayrules.com/calculator/massachusetts/electrician)

#### Davis-Bacon Prevailing Wages

- [LA County Prevailing Wage →](https://statepayrules.com/prevailing-wage/california/los-angeles-county)
- [Harris County TX Wage →](https://statepayrules.com/prevailing-wage/texas/harris-county)
- [Cook County IL Wage →](https://statepayrules.com/prevailing-wage/illinois/cook-county)

## Structured FAQ Summary (Schema.org Grounded)
- **What is the minimum wage in Massachusetts for 2026?** The 2026 statutory minimum wage in Massachusetts is $15.00 per hour under M.G.L. c. 151 § 1.
- **Does Massachusetts require daily overtime pay?** Massachusetts does not require daily overtime. Overtime is calculated weekly for hours exceeding 40 hours under FLSA 29 U.S.C. § 207.
- **Are employers in Massachusetts allowed to take a tip credit?** Yes, Massachusetts allows employers to take a maximum tip credit of $8.25/hr against tipped workers, requiring a minimum direct cash wage of $15.00/hr.
- **What is the minimum exempt salary threshold in Massachusetts for 2026?** In Massachusetts, the minimum salary threshold for salaried exempt employees is $35,568 per year ($684 per week) under M.G.L. c. 151 § 1. Following the federal court vacatur of the DOL's $43,888/$58,656 rule, states without a higher statutory state floor revert to the federal FLSA minimum of $35,568/yr ($684/wk), while states with independent wage orders enforce their higher state threshold.
- **What happens if a salaried employee is paid below the threshold or fails the duties test in Massachusetts?** If a salaried employee earns less than $35,568/yr in Massachusetts—or earns above the threshold but performs primarily non-exempt operational work—they are legally entitled to 1.5x overtime pay for all hours over 40 plus up to 100% FLSA liquidated damages (double back pay).

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