Massachusetts
Massachusetts Whistleblower Laws: Protections and How to Report
Independently fact-checked against primary sources (last audited August 20, 2026). · Reviewed by the RecordingLaw editorial team. · 1 primary source cited on this page. How we verify our legal content
Massachusetts protects whistleblowers through both statutory and common law. Public employees and employees of gas and electric utility providers are shielded from retaliation under Mass. Gen. Laws ch. 149, Section 185, licensed health care providers are covered by Mass. Gen. Laws ch. 149, Section 187, and other private-sector workers rely on the state's public-policy doctrine and sector-specific statutes covering areas such as wage violations, hazardous substances, and discrimination.
A Summary of Massachusetts Whistleblower Laws
Employees in the state of Massachusetts can be discharged from work for any reason or no reason under the employment-at-will doctrine. However, the state also has statutory and common law protections that are used to protect employees who have suffered unlawful retaliation. Statutory protections are laws that are enacted by the state's legislature to cover specific subject areas, e.g., workers' compensation while common law protections are laws created by courts to cover areas that are not covered by the enacted laws.
This is a summary of Massachusetts Whistleblower Laws, make sure to check out the Federal Whistleblower Laws as well.
Whistleblower Rights in Massachusetts
Common Law Protections
Massachusetts has a public policy that is recognized as a remedy to the employment-at-will doctrine. This means employees cannot be discharged for reasons that violate the state's public policy. To determine if an employee is eligible for protection under the state's public policy, the courts usually rely on constitutional and statutory provisions or prior judicial opinions. For example, an employee who gets fired for opposing discriminatory practices can be protected under the public policy after citing an anti-discrimination statute or law. Generally, Massachusetts considers many activities as protected activities, therefore protecting employees who suffer wrongful discharges for engaging in such activities. In the past, Massachusetts's courts have protected employees who engaged in the following activities:
- Co-operating in an investigation concerning the employer.
- Exercising a right afforded by a statute or any other law.
- Disclosing violations of a law.
Statutory Protections
Public Employees and Gas and Electric Utility Employees
This statute defines "employer" as the commonwealth and its agencies and political subdivisions, and separately defines a "public utility employer" as a gas and electricity public utility provider. Its protections run against both, so employees of privately owned Massachusetts gas and electric utilities are covered by the statute itself.
Employers and public utility employers are not allowed to discharge, suspend, demote, or take any other adverse employment action against an employee in retaliation for:
- Disclosing to a supervisor or public body a practice or policy by the employer that is in violation of a law, rule, or regulation or one that poses a risk to the public's health and safety or environment.
- Providing information or testifying in a proceeding held by a public body conducting an investigation, hearing, or inquiry into a practice or policy by the employer that is in violation of a law, rule, or regulation or one that poses a risk to the public's health and safety or environment.
- Refusing to participate in a practice or policy that is in violation of a law, rule, or regulation or one that poses a risk to the public's health and safety or environment.
Mass. Gen. Laws ch. 149, § 185.
Health Care Providers
A health care facility is not allowed to refuse to hire, terminate a contractual agreement with, or take any retaliatory action against a health care provider in retaliation for:
- Disclosing or threatening to disclose to a manager or public body an activity, policy, or practice of the facility that the provider reasonably believes violates a law, rule, or regulation, or violates professional standards of practice in a way that poses a risk to public health.
- Providing information to or testifying before a public body conducting an investigation, hearing, or inquiry into such a violation.
- Objecting to or refusing to participate in such an activity, policy, or practice.
- Participating in a committee or peer review process, or filing a report, complaint, or incident report alleging unsafe, dangerous, or potentially dangerous care.
The statute covers licensed providers such as registered nurses, licensed practical nurses, physicians, physician assistants, pharmacists, psychologists, and social workers, and it defines "health care facility" to include private hospitals, clinics, convalescent and nursing homes, community health agencies, and pharmacies. Mass. Gen. Laws ch. 149, § 187.
Age Discrimination
No employer is allowed to discharge an employee in retaliation for providing evidence concerning a complaint or testifying in a judicial proceeding related to age discrimination. Mass. Gen. Laws ch. 149, § 24F.
Asbestos
It is against the law for employers to in any way discriminate against an employee in retaliation for filing a complaint or providing notice to the Department of Labor regarding the safety and health of workers who handle asbestos or materials containing asbestos. Mass. Gen. Laws ch. 149, § 6D.
Abuse of Disabled Persons
No person is allowed to discharge or in any way discriminate against an individual in retaliation for:
- Filing a report concerning this statute with the Disabled Persons Protection Commission.
- Testifying in a proceeding held by the Disabled Persons Protection Commission.
- Providing information concerning the alleged abuse of a disabled person to the commission, secretary of health and human services, or any other department or agency under the executive office of health and human services.
Mass. Gen. Laws ch. 19C, § 11.
Discrimination
No person or employer is allowed to discharge or in any way discriminate against another person in retaliation for opposing discriminatory practices outlawed by this statute or filing a complaint, testifying, or participating in a proceeding under this statute. Under this statute, employers are prohibited from discriminating against their employees based on their race, color, religious creed, national origin, sex, sexual orientation, genetic information, or ancestry. Mass. Gen. Laws ch. 151B, § 4(4).
Hazardous Substances
No person is allowed to discharge or in any way discriminate against an employee in retaliation for:
- Exercising a right endorsed by this statute.
- Making a claim under this statute.
- Filing a complaint under this statute.
- Instituting a proceeding under this statute.
- Testifying or intending to testify in any proceeding on behalf of himself, herself, or others.
Mass. Gen. Laws ch. 111F, § 13.
Abuse of Patients
No facility, home health agency, or hospice program is allowed to discharge or in any way discriminate against an individual in retaliation for:
- Making a report concerning the abuse of patients.
- Testifying in a proceeding related to the abuse and mistreatment of patients or residents or the misappropriation of property belonging to a resident or patient.
Mass. Gen. Laws ch. 111, § 72G.
Abuse of Children
No employer is allowed to discharge or in any way discriminate against an individual in retaliation for:
- Filing a report under this statute.
- Testifying or intending to testify in a proceeding concerning the abuse or neglect of children.
Mass. Gen. Laws ch. 119, § 51A.
Minimum Wage
It is illegal for employers to discharge or in any way discriminate against an employee in retaliation for:
- Filing a complaint concerning violations of this statute.
- Testifying or intending to testify in a proceeding under this statute.
Mass. Gen. Laws ch. 151, § 19.
Wages and Hours Laws
Employers are not allowed to in any way penalize an employee in retaliation for:
- Filing a complaint under this statute to the attorney general or any other person.
- Assisting the attorney general in an investigation related to this statute.
- Testifying or intending to testifying in a proceeding under this statute.
- Instituting a proceeding under this statute.
Mass. Gen. Laws ch. 149, § 148A.
Wage Discrimination on the Basis of Sex
Employers are not allowed to discharge or in any way discriminate against an employee in retaliation for:
- Filing a complaint under this statute with the attorney general, employer, or any other person.
- Instituting a proceeding under this statute.
- Testifying in a proceeding under this statute.
Mass. Gen. Laws ch. 149, § 105B.
Workers' Compensation
No employer is allowed to discharge, refuse to hire, or in any way discriminate against an employee in retaliation for:
- Exercising a right afforded by this statute.
- Testifying or participating in an inquiry or proceeding under this statute.
Mass. Gen. Laws ch. 152, § 75B.
Whistleblower Hotlines in Massachusetts
To file a complaint under the discrimination statute, call the Massachusetts Commission Against Discrimination at (617) 994-6000.
For Filing a complaint under the hazardous substances statute, call the Massachusetts Department of Labor at(617) 626-7100.
To file a complaint under the wage and hours laws, call the Attorney General's office at Call Contact the Attorney General's Office at (617) 727-2200.
Whistleblower Retaliation Claims in Massachusetts
Unless stated otherwise by a statute, lawsuits should be filed with the appropriate court within 3 years of the retaliation. Several of the statutes below set shorter windows, from 180 days to 2 years, so ask a Massachusetts employment lawyer for a free case evaluation on which deadline governs your retaliation claim (attorney advertising).
Discrimination
Complaints under this statute should be filed with the Massachusetts Commission Against Discrimination (MCAD) within 300 days of the retaliation.
Hazardous Substances
Complaints under this statute should be filed with the Department of Labor, Division of Occupational Safety within 180 days of the retaliatory action, or after learning of the retaliation. Employees are also required to send a copy of the verified complaint to the employer through certified mail at the time of filing with the Department of Labor.
Public Employees and Gas and Electric Utility Employees
A civil action under this statute should be filed in the superior court within 2 years of the retaliation.
Health Care Providers
A civil action under this statute should be filed in the superior court within 2 years of the retaliation.
Wages and Hours Laws
Complaints under this statute should be filed with the Massachusetts Attorney General. Employees can also file a lawsuit with the appropriate court 90 days after filing with the Attorney General but within 3 years of filing.
Whistleblower Retaliation and Violation Penalties in Massachusetts
Unless stated otherwise by a statute, employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for a combination or any of the following:
- Reinstatement to the previous job position.
- Reinstatement of full fringe benefits.
- Lost wages.
- Litigation costs including reasonable attorney fees.
Age Discrimination
Employers who violate this statute by carrying out unlawful retaliation against employees may be liable for a fine ranging from $50 to $200.
Abuse of Disabled Persons
Persons who violate this statute by carrying out unlawful retaliation against employees may be liable for a fine not more than $1000 or be imprisoned for not more than 1 year or be punished by both jail term and fine. They may also be liable to the affected employee for treble damages, costs, and attorney's fees.
Hazardous Substances
If the commissioner of labor determines that an employer has violated this statute, he or she may take remedial action such as issuing a cease or desist order or any other affirmative action to stop the violation.
Abuse of Patients
A facility, home health agency, or hospice program which carries out unlawful retaliation against an employee may be liable to the aggrieved employee for treble damages, costs, and attorney's fees.
Abuse of Children
Employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for treble damages, costs, and attorney's fees.
Minimum Wage
Employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for damages not less than the employee's one month's wages and not more than the employee's two month's wages and litigation costs, including reasonable attorney's fees.
Public Employees and Gas and Electric Utility Employees
Employers and public utility employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for:
- Reinstatement to the previous job position or an equivalent one.
- Reinstatement of full fringe benefits and seniority rights.
- Three times the employee's lost wages, benefits, and other remuneration, plus interest.
- Reasonable costs and attorney fees.
The court may also issue an injunction or a temporary restraining order.
Health Care Providers
A health care facility that carries out unlawful retaliation against a health care provider may be liable to the provider for:
- Reinstatement to the previous position or an equivalent one.
- Reinstatement of full fringe benefits and seniority rights.
- Lost wages, benefits, and other remuneration, plus interest.
- Reasonable litigation costs, expert witness fees, and attorney fees.
The court may also issue an injunction or a temporary restraining order. Unlike the protections for public and utility employees, this statute provides actual lost wages rather than treble damages.
Wage Discrimination on the Basis of Sex
Employers who carry out unlawful retaliation against an employee may be liable for a fine of not more than $100.
Wages and Hours Laws
An employer, contractor, or subcontractor, or any officer, agent, superintendent, foreman, or employee of one, or a staffing agency or work site employer, that willfully violates this statute may be punished by a fine not exceeding $25,000 or imprisonment not exceeding 1 year for a first offense, or by both imprisonment and fine. For a subsequent willful offense, the penalty is a fine not exceeding $50,000 or imprisonment not exceeding 2 years, or both.
More Massachusetts Laws
Updates
Corrected the scope of the Massachusetts whistleblower statute to include employees of gas and electric utility providers, added the separate whistleblower statute for licensed health care providers, and fixed a penalties line that said the wage and hour fines fall on employees rather than on employers and their supervisors.
Independently fact-checked against the cited primary sources
Reviewed and approved by an editor
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
Massachusetts General Laws, Chapter 149
§ 185Retaliation against employees reporting violations of law or risks to public health, safety or environment; remediesIn forcecited in 2 of our articles
Section 185. (a) As used in this section, the following words shall have the following meanings:— (1) ''Employee'', any individual who performs services for and under the control and direction of an employer or public utility employer for wages or other remuneration. (2) ''Employer'', the commonwealth, and its agencies or political subdivisions, including, but not limited to, cities, towns, counties and regional school districts, or any authority, commission, board or instrumentality thereof. (3) ''Public body'', (A) the United States Congress, any state legislature, including the general court, or any popularly elected local government body, or any member or employee thereof; (B) any federal, state or local judiciary, or any member or employee thereof, or any grand or petit jury; (C) any federal, state or local regulatory, administrative or public agency or authority, or instrumentality thereof; (D) any federal, state or local law enforcement agency, prosecutorial office, or police or peace officer; or (E) any division, board, bureau, office, committee or commission of any of the public bodies described in the above paragraphs of this subsection.
Official text (excerpt) · last checked 2026-09-14 · Read the full text in our law library · Verify at malegislature.gov
Cited in 111 court opinions in our collectionLatest citing opinion in our collection: 2025
Opinions citing this section in our collection:
- Romero v. UHS of Westwood Pembroke, Inc. (Massachusetts Appeals Court 2008, 72 Mass. App. Ct. 539)“…v. Boston, 180 F.3d 1, 17 (1st Cir. 1999) (construing G. L. c. 149, § 185). The plaintiff’s personal views on the…”
- Quazi v. Barnstable County (Massachusetts Appeals Court 2007, 70 Mass. App. Ct. 780)“…t complaint alleging retaliatory discharge, in violation of G. L. c. 149, § 185 (count I), and failure to pay overtime…”
- Trychon v. Massachusetts Bay Transportation Authority (Massachusetts Appeals Court 2016, 90 Mass. App. Ct. 250)“…tts Bay Transportation Authority (MBTA) with violations of G. L. c. 149, § 185, the Massachusetts public employee whi…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Massachusetts Workplace Recording Laws
§ 6DComplaints by employees relating to asbestos; retaliation by employerIn force
Section 6D. No employee shall be penalized by an employer in any way as a result of such employee's filing of a complaint or otherwise providing notice to the department in regard to the occupational health and safety of such employee or other workers engaged in the use, handling, removal or disposal of asbestos or materials containing asbestos.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 1 court opinions in our collectionLatest citing opinion in our collection: 1988
Opinions citing this section in our collection:
- Mello v. Stop & Shop Companies, Inc. (Massachusetts Supreme Judicial Court 1988, 402 Mass. 555)“…king a lie detector test and also providing a civil remedy; G. L. c. 149, § 6D (1986 ed.), providing that no employer…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 148AEmployees seeking rights under provisions of this chapter; discharge or discrimination; punishmentIn force
Section 148A. No employee shall be penalized by an employer in any way as a result of any action on the part of an employee to seek his or her rights under the wages and hours provisions of this chapter. Any employer who discharges or in any other manner discriminates against any employee because such employee has made a complaint to the attorney general or any other person, or assists the attorney general in any investigation under this chapter, or has instituted, or caused to be instituted any proceeding under or related to this chapter, or has testified or is about to testify in any such proceedings, shall have violated this section and shall be punished or shall be subject to a civil citation or order as provided in section 27C.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 56 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Lipsitt v. Plaud (Massachusetts Supreme Judicial Court 2013, 466 Mass. 240)“…t [G. L. c. 149, § 152A], the Wrongful Termination statute [G. L. c. 149, § 148A] and the Prevailing Wage statute [G. L.…”
- Chambers v. RDI Logistics, Inc. (Massachusetts Supreme Judicial Court 2016, 476 Mass. 95)“…taliation that Timothy Chambers individually asserts under G. L. c. 149, § 148A, was improper. Finally, we review…”
- Fernandes v. Attleboro Housing Authority (Massachusetts Supreme Judicial Court 2014, 470 Mass. 117)“…of wage complaint with the Attorney General's office, see G. L. c. 149, § 148A.7 Because the central thrust of Fernan…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 105BViolation of Secs. 105A to 105C; discharge or discrimination because of complaint, proceedings or testimony; penaltiesIn force
Section 105B. Any employer who violates any provision of sections one hundred and five A to one hundred and five C, inclusive, or who discharges or in any other manner discriminates against any employee because such employee has made any complaint to his employer, the attorney general, or any other person, or instituted, or caused to be instituted, any proceeding under or related to said sections, or has testified or is about to testify in any such proceedings, shall, upon conviction thereof, be punished by a fine of not more than one hundred dollars.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 1 court opinions in our collectionLatest citing opinion in our collection: 2024
Opinions citing this section in our collection:
- Mohammed v. Universal Protection Services, LLC (District Court, D. Massachusetts 2024)“…and (3) discharge due to filing a complaint pursuant to M.G.L. c. 149, § 105B. Plaintiff filed a Motion to Correct C…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 24FDischarge of employee for furnishing evidence or testifying in connection with discrimination complaint; penaltyIn force
Section 24F. Whoever, personally or by his agent, shall discharge an employee for the reason that such employee has furnished evidence in connection with a complaint under any provision of said sections twenty-four A to twenty-four J, inclusive, or that such employee has testified in a judicial proceeding under any such provision, shall be punished by a fine of not less than fifty nor more than two hundred dollars.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
§ 187Health care providers; protection from retaliatory action by health care facilitiesIn force
Section 187. (a) As used in this section, the following words shall have the following meanings:— ''Health care facility'', an individual, partnership, association, corporation or trust or any person or group of persons that employs health care providers, including any hospital, clinic, convalescent or nursing home, charitable home for the aged, community health agency, pharmacy or other provider of health care services licensed, or subject to licensing by, or operated by, the department of public health; any facility as defined in section 3 of chapter 111B; any private, county or municipal facility, department or unit which is licensed or subject to licensing by the department of mental health pursuant to section 19 of chapter 19, or by the department of developmental services pursuant to section 15 of chapter 19B; any facility as defined in section 1 of chapter 123; a state-operated veterans' home; or any facility as set forth in section 1 of chapter 19 or section 1 of chapter 19B.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 20 court opinions in our collectionLatest citing opinion in our collection: 2025
Opinions citing this section in our collection:
- Romero v. UHS of Westwood Pembroke, Inc. (Massachusetts Appeals Court 2008, 72 Mass. App. Ct. 539)“…ssal on summary judgment of her claims for (1) violation of G. L. c. 149, § 187, the Massachusetts medical provider whi…”
- Commodore v. Genesis Health Ventures, Inc. (Massachusetts Appeals Court 2005, 63 Mass. App. Ct. 57)“…L. c. 93, § 102, and the health care whistleblower statute, G. L. c. 149, § 187. She brought her action against the own…”
- Michael F. Holick, ph.D., M.D. v. Boston Medical Center and Evans Medical Foundation, Inc. (Massachusetts Superior Court 2025)“…Holick did not engage in any activity that is protected by G.L. c. 149, § 187. Though Dr. Holick objected to testimon…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Massachusetts General Laws, Chapter 19C
§ 11Retaliation for reporting abuseIn force
Section 11. No person shall discharge or cause to be discharged or otherwise discipline or in any manner discriminate against or thereafter take any other retaliatory action against any employee, client or other person for filing a report with the commission or testifying in any commission proceeding or providing information to the commission, the general counsel or the secretary of health and human services or any department, office, commission or other agency within the executive office of health and human services in the course of an investigation of alleged abuse of a disabled person. Any person who willfully violates this section shall be punished by a fine of not more than $1,000 or by imprisonment for not more than 1 year, or both. In addition, any person who takes such prohibited action against an employee, client or other person may be liable to that employee, client or other person for treble damages, costs and attorney's fees. A violation of an employee's rights under this section shall constitute a prohibited retaliatory action under subsection (b) of section 185 of chapter 149 if the employee is an employee for purposes of said section 185.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 1 court opinions in our collectionLatest citing opinion in our collection: 2018
Opinions citing this section in our collection:
- Gallagher v. Amedisys, Inc. (District Court, D. Massachusetts 2018)“…eport with the [Disabled Persons Protection Commission].” M.G.L. c. 19C, § 11.…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Massachusetts General Laws, Chapter 151B
§ 4Unlawful practicesIn forcecited in 3 of our articles
Section 4. It shall be an unlawful practice: 1. For an employer, by himself or his agent, because of the race, color, religious creed, national origin, sex, gender identity, sexual orientation, which shall not include persons whose sexual orientation involves minor children as the sex object, genetic information, pregnancy or a condition related to said pregnancy including, but not limited to, lactation or the need to express breast milk for a nursing child, ancestry or status as a veteran of any individual to refuse to hire or employ or to bar or to discharge from employment such individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment, unless based upon a bona fide occupational qualification. 1A.
Official text (excerpt) · last checked 2026-09-06 · Read the full text in our law library · Verify at malegislature.gov
Cited in 878 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Madsen v. Erwin (Massachusetts Supreme Judicial Court 1985, 395 Mass. 715)“…Against Discrimination, 379 Mass. 279, 281-282 (1979) (G.L.c. 151B, § 4, [1], which proscribes employment discr…”
- Ayash v. Dana-Farber Cancer Institute (Massachusetts Supreme Judicial Court 2005, 443 Mass. 367)“…the plaintiff; and (3) unlawful retaliation in violation of G. L. c. 151B, § 4. The jury also returned a verdict in fa…”
- College-Town, Division of Interco, Inc. v. Massachusetts Commission Against Discrimination (Massachusetts Supreme Judicial Court 1987, 400 Mass. 156)“…Loretta Rizzi, on the basis of *158 sex, in violation of G.L.c. 151B, § 4 (1) and (4). The commission, affirming…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Massachusetts Background Check Laws (2026 Guide), Massachusetts At-Will Employment Laws: Exceptions and Your Rights
Massachusetts General Laws, Chapter 111F
§ 13Discrimination against employees exercising rights under this chapter; complaint; investigation; hearing; reviewIn force
Section 13. No person shall discharge or cause to be discharged or otherwise discipline or in any manner discriminate against any employee for the reason that such person has exercised any right, made any claim or filed any complaint or suit or has instituted, or caused to be instituted, any proceeding under this chapter, or has testified, or is about to testify in any proceeding in his own behalf or on behalf of others; nor shall any pay, seniority or other benefits be lost by or denied to any such employee who has exercised any right provided by this chapter. An employee who believes that he has been discharged, disciplined or in any other manner discriminated against by his employer for reason or reasons of exercising rights under this chapter may, within one hundred and eighty days of such violation or within one hundred and eighty days after obtaining knowledge that a violation did occur, file a verified complaint with the commissioner of DOL. A copy of the verified complaint shall also be sent by certified mail, return receipt requested, by the employee or his attorney to the employer at the time of filing with the commissioner of DOL.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Massachusetts General Laws, Chapter 111
§ 72GReports of abuse of patientsIn force
Section 72G. A physician, medical intern or resident, physician assistant, registered nurse, licensed practical nurse, nurse aide, orderly, home health aide, hospice worker, homemaker, administrator, responsible person, medical examiner, dentist, optometrist, optician, chiropractor, podiatrist, coroner, police officer, speech pathologist, audiologist, social worker, pharmacist, physical or occupational therapist or health officer, paid for caring for a patient or resident, who has reasonable cause to believe that a patient or resident has been abused, mistreated or neglected or had property misappropriated, shall immediately report such abuse, mistreatment or neglect or misappropriation of patient or resident property to the department by electronically transmitted report, facsimile or oral communication and, if by oral communication, by making a written report within 48 hours after such oral communication. Any such person required to make such oral and written reports who fails to do so shall be punished by a fine of not more than $1,000.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 5 court opinions in our collectionLatest citing opinion in our collection: 2025
Opinions citing this section in our collection:
- Wright v. Shriners Hospital for Crippled Children (Massachusetts Supreme Judicial Court 1992, 412 Mass. 469)“…sor may discharge an employee for filing a report. Finally, G.L.c. 111, § 72G (1990 ed.), requires nurses and others…”
- Board of Registration in Medicine v. Doe (Massachusetts Supreme Judicial Court 2010, 457 Mass. 738)“…losed than to preserve confidential relationship). See also G. L. c. 111, § 72G (psychotherapist-patient privilege does…”
- NIAL LUU v. FALLON SERVICE, INC., & Another (Massachusetts Appeals Court 2025)“…ent made by the plaintiff in the Superior Court was that "M.G.L. c. 111, § 72G required Mr. Luu to create a detailed p…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Massachusetts General Laws, Chapter 119
§ 51AReporting of suspected abuse or neglect; mandated reporters; collection of physical evidence; penalties; content of reports; liability; privileged communicationIn force
Section 51A. (a) A mandated reporter shall immediately communicate with the department orally and shall, within 48 hours, file a written report with the department detailing suspected abuse or neglect if, in their professional capacity, they have reasonable cause to believe that a child is: (i) suffering physical or emotional injury resulting from abuse inflicted upon them which causes harm or substantial risk of harm to the child's health or welfare including, but not limited to, sexual abuse; (ii) suffering physical or emotional injury resulting from neglect including, but not limited to, malnutrition; (iii) a sexually exploited child; or (iv) a human trafficking victim, as defined by section 20M of chapter 233; provided, however, that an indication of prenatal substance exposure shall not solely meet the requirements of this section. If a mandated reporter is a member of the staff of a medical or other public or private institution, school or facility, the mandated reporter may instead notify the person or designated agent in charge of such institution, school or facility who shall become responsible for notifying the department in the manner required by this section.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 350 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Commonwealth v. Collett (Massachusetts Supreme Judicial Court 1982, 387 Mass. 424)“…tim's family. She filed a child abuse report as required by G.L.c. 119, § 51A. She interviewed the victim's mother an…”
- Commonwealth v. Johnson (Massachusetts Supreme Judicial Court 2014, 470 Mass. 300)“…of making a false, or "frivolous," report of child abuse, G. L. c. 119, § 51A (c). Among other things, the defendan…”
- Lindsay v. Department of Social Services (Massachusetts Supreme Judicial Court 2003, 439 Mass. 789)“…physical or emotional injury. Lindsay contends that, under G. L. c. 119, §§ 51A and 51B, the department’s “jurisdiction…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Massachusetts General Laws, Chapter 151
§ 19Punishments for stated actsIn forcecited in 2 of our articles
Section 19. (1) Any employer and his agent, or the officer or agent of any corporation who discharges or in any other manner discriminates against any employee, including any employee in the domestic service of any family or person at his home, because such employee has complained of a violation of the provisions of this chapter, or has testified or is about to testify in any investigation or proceeding under or related to this chapter, or because such employer believes that said employee or individual may complain of a violation of the provisions of this chapter, shall have violated this section and shall be punished or shall be subject to a civil citation or order as provided in section 27C of chapter 149, and shall be liable for damages which shall not be less than one month's wages nor more than two month's wages of such individual, and the costs of the suit, including a reasonable attorney's fee.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 17 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Newton v. Commissioner of the Department of Youth Services (Massachusetts Appeals Court 2004, 62 Mass. App. Ct. 343)“…time compensation under G. L. c. 151, § 1A, in violation of G. L. c. 151, § 19 (count six). The defendants filed mot…”
- Schutz v. Go Ahead Vacations, Inc. (Massachusetts Superior Court 1999, 10 Mass. L. Rptr. 573)“…complain of a violation of the provisions of this chapter.” G.L.c. 151, §19(1). Nothing in §19(1) limits this remed…”
- Wiedmann v. Bradford Group, Inc. (Massachusetts Supreme Judicial Court 2005, 444 Mass. 698)“…a civil citation or order pursuant to the weekly wage law. G. L. c. 151, § 19. These requirements create a presumptio…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Massachusetts Minimum Wage 2026: $15.00 an Hour, Tipped $6.75
Massachusetts General Laws, Chapter 152
§ 75BQualified persons with disabilities; discrimination against employees exercising rights under this chapter; disclosure of dataIn force
Section 75B. (1) Any employee who has sustained a work-related injury and is capable of performing the essential functions of a particular job, or who would be capable of performing the essential functions of such job with reasonable accommodations, shall be deemed to be a qualified handicapped person under the provisions of chapter one hundred and fifty-one B. (2) No employer or duly authorized agent of an employer shall discharge, refuse to hire or in any other manner discriminate against an employee because the employee has exercised a right afforded by this chapter, or who has testified or in any manner cooperated with an inquiry or proceeding pursuant to this chapter, unless the employee knowingly participated in a fraudulent proceeding. Any person claiming to be aggrieved by a violation of this section may initiate proceedings in the superior court department of the trial court for the county in which the alleged violation occurred.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at malegislature.gov
Cited in 67 court opinions in our collectionLatest citing opinion in our collection: 2025
Opinions citing this section in our collection:
- Godfrey v. Globe Newspaper Co. (Massachusetts Supreme Judicial Court 2010, 457 Mass. 113)“…ting against him because of his disability, in violation of G. L. c. 152, § 75B. Following the dismissal of his complai…”
- Mercado v. Manny's T.V. & Appliance, Inc. (Massachusetts Appeals Court 2010, 77 Mass. App. Ct. 135)“…the filing of a worker’s compensation claim in violation of G. L. c. 152, § 75B(2); and (3) violations of the Family an…”
- Carr v. Transgas, Inc. (Massachusetts Appeals Court 1993, 35 Mass. App. Ct. 581)“…claiming unjust discharge because he was handicapped under G. L. c. 152, § 75B. 2 In accordance with the…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
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Sources and References
- Mass. Gen. Laws ch. 149, § 185: whistleblower protection for public employees(malegislature.gov).gov
- Mass. Gen. Laws ch. 149, § 187: whistleblower protection for licensed health care providers at health care facilities(malegislature.gov)
- Mass. Gen. Laws ch. 149, § 27C: criminal penalties for willful violations of the wage and hour laws, including § 148A(malegislature.gov)
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