Massachusetts Break Laws (2026)

'No person shall be required to work for more than six hours during a calendar day without an interval of at least thirty minutes for a meal.' Per the Attorney General, during the meal break workers must be free of all duties and free to leave the workplace; a requirement to stay on premises makes it working time.

Who's covered

All employees ('No person shall be required...'), except iron works, glass works, paper mills, letterpress establishments, print works, bleaching works, and dyeing works; the Attorney General may exempt other factories/workshops/mechanical establishments for continuous processes or special circumstances (including CBAs).

Longer shifts

None stated in statute (AG enforcement materials describe the right as a 30-minute meal break 'for each six hours worked in a calendar day').

Paid or unpaid

May be unpaid if the worker is free of all duties and free to leave the workplace (AG guidance); breaks of 20 minutes or less are compensable.

Waivers

Statute says no person shall be 'required' to work without the break; the AG says employers may require workers to take their meal breaks. No written waiver procedure.

Exemptions

Iron works, glass works, paper mills, letterpress establishments, print works, bleaching works, dyeing works (c.149 §101); AG-granted exemptions for continuous-process factories/workshops/mechanical establishments.

Source: M.G.L. c.149 §§100-101

No state rest-break requirement beyond the 30-minute meal break. AG: breaks of 20 minutes or less are compensable time and may not be deducted from pay (consistent with 29 CFR 785.18).

No separate minor-specific break rule found; the c.149 §100 meal rule (30 minutes for more than 6 hours in a calendar day) applies to minors as well as adults (AG enforcement against Dave & Buster's cited meal-break and child labor violations separately).

Source: M.G.L. c.149 §100 (general)

Massachusetts Pregnant Workers Fairness Act (eff. April 1, 2018): employers covered by c.151B may not deny a reasonable accommodation for pregnancy-related conditions 'including, but not limited to, lactation or the need to express breast milk for a nursing child,' unless they show undue hardship. Listed accommodations include 'more frequent or longer paid or unpaid breaks' and 'private non-bathroom space for expressing breast milk.' Employers may not require medical documentation for a request for private non-bathroom space to express milk. No specific minutes, pay rule, or time limit after birth.

Pay: Not required (breaks may be 'paid or unpaid'); short breaks of 20 minutes or less are compensable under state/federal wage law.

Federal floor (PUMP Act): reasonable break time and a private space that isn't a bathroom for one year after birth, for nearly all employees; unpaid unless the employee isn't fully relieved of duty. Employers with fewer than 50 employees may be exempt only if compliance would cause undue hardship.

Source: M.G.L. c.151B §4(1E)

Criminal fine of not less than $300 nor more than $600 for an employer, superintendent, overseer or agent who violates c.149 §100; the Attorney General also issues civil citations (e.g., $1.5 million in citations against Family Dollar for 3,900+ meal-break violations).

Under federal law, a “meal” break during which the employee keeps working is paid time — and can create unpaid overtime. Check the Massachusetts overtime rules.