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Gauri P. Punjabi


[email protected]



Gauri’s employment law practice covers the full scope of labor and employment law issues and encompasses a wide range of industries, including health care, life sciences, technology, education, startup and nonprofit organizations.

Gauri regularly represents clients in employment related litigation, including discrimination claims, non-compete and trade secret issues, and employment contracts. She counsels clients throughout the entire process from the initial filing through representation in the courts. She advises small businesses, large corporations, and nonprofit organizations on discrimination claims brought under federal, state and local laws and regulations. In Massachusetts, she has particular experience with Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and Massachusetts General Laws Chapter 151B. She is experienced in both bringing and defending against non-compete, non-solicit, and trade secret disputes in state and federal courts throughout the country.

Gauri also regularly counsels clients on employment issues, including employee hiring and terminations; wage and hour issues and audits; workplace policies, including sick time and other leave policies; exempt and non-exempt classification; workplace investigations; and equal employment opportunity practices and affirmative action plans compliant with Executive Order 11246 and other regulations enforced by the Office of Federal Contract Compliance Programs (OFCCP).

Gauri regularly assists clients with negotiating collective bargaining agreements and labor relations disputes.

Gauri routinely performs due diligence reviews of documents and provides counseling on employment-related issues in connection with M&A and other corporate transactions.

Gauri also counsels employers on OSHA and other environmental safety and health issues, ranging from reviews of safety data sheets and recordkeeping processes to responses to workplace injuries and fatalities.

Additionally, she routinely provides training to clients’ management and staff on employment laws and diversity in the workplace.


  • University of Notre Dame (JD)
  • Northeastern University (BS, summa cum laude)

Recognition & Awards

  • Included on the Massachusetts Rising Stars: Employment & Labor List (2016-2019)
  • Lawyers of Color Hot List - Eastern Region (2013)


  • Member, Diversity Task Force, Massachusetts Bar Association
  • Advisory Council, Zoo New England
  • Member and Past President, South Asian Bar Association of Greater Boston
  • Member, Boston Bar Association
  • Member, American Bar Association
  • Member, Rhode Island Bar Association
  • Member, 2015 Beacon Award Selection Committee, Boston Bar Association
  • Member, 2015-2016 Labor and Employment Section Council, Massachusetts Bar Association


- Hindi

- Marathi

Recent Insights

News & Press


Viewpoint General
On June 28, 2018, Massachusetts Governor Charlie Baker signed a law affecting all employers in the Commonwealth by creating a paid family and medical leave program funded by a state payroll tax, increasing the state minimum wage, and eliminating premium pay requirements for work performed on Sundays and certain holidays.
The Massachusetts Supreme Judicial Court recently ruled in Mui v. Massachusetts Port Authority that payment for accrued, unused sick time is not a “wage” under the state wage act, M.G.L. c. 149, s. 148, and therefore a failure to pay for sick time upon a termination of employment is not subject to the Act’s treble damages and other remedies.

MA Pregnant Workers Fairness Act Goes Into Effect April 1, 2018

October 27, 2017 | Blog | By Gauri Punjabi

As 2017 starts to wind down, Massachusetts employers should start reviewing and revising their employment policies and practices so they are prepared for the Massachusetts Pregnant Workers Fairness Act (PWFA), which goes into effect on April 1, 2018
Short of a successful (but highly unlikely) appeal, the Obama-era overtime rule is now officially no longer.  That rule would have required employers to pay employees a little more than $47,000 annually to qualify under one of the Fair Labor Standards Act's white collar exemptions.
A recent decision by Massachusetts’ highest court provides another reason why employers should carefully review their employment practices liability insurance (EPLI) policies.
As all HR professionals and employment lawyers know (even those currently living under rocks), the Department of Labor’s final overtime rule is scheduled to go into effect on December 1, 2016 – less than two weeks from now. The DOL published the rule back on May 18, 2016 providing employers with nearly 200 days to come into compliance.
The U.S. Equal Employment Opportunity Commission (EEOC) recently entered the Browning-Ferris saga, filing an amicus brief in support of the new joint employer test articulated by the National Labor Relations Board (NLRB) in August 2015.
Recently, the Massachusetts Commission Against Discrimination (MCAD) published guidance on gender identity discrimination, which the Massachusetts Fair Employment Practices Act (commonly known as “Chapter 151B”) has prohibited since July 1, 2012.  The guidance and statute, however, simply codify the position MCAD has taken since 2001.

Massachusetts State Legislature Takes Action on Major Employment Reform as Legislative Session Ends

August 10, 2016 | Alert | By Julie Cox, Steven Baddour, Daniel Connelly, Parnia Zahedi, Hari Patel

In the final weeks before the end of the legislative session, the Massachusetts House and State both addressed major pieces of labor and employment legislation. However, although the legislature passed S.2119, an Act to establish pay equity, and S.2407, an Act relative to transgender anti-discrimination, much of the legislation that business leaders had been anticipating was left unfinished as lawmakers adjourned their formal session on the night of Sunday, July 31.
Relying on its precedent, the First Circuit Court of Appeals held for the second time this year that the Federal Aviation Administrative Authorization Act of 1994 (“FAAAA”) preempts application of the Massachusetts Independent Contractor Statute, M.G.L. c. 149, Section 148B, to couriers working for Federal Express and other same-day delivery companies.

News & Press

Massachusetts Boosts Protections for Pregnant Workers

March 30, 2018 | Bloomberg BNA Daily Labor Report

Employment, Labor & Benefits attorney Gauri Punjabi provides third-party commentary in this feature article discussing the new Massachusetts Pregnant Worker Fairness Act. The Commonwealth’s newest law strengthens workplace discrimination protections for pregnant women.
Mintz is proud to announce that Gauri P. Punjabi has been named a 2018 Fellow by the Leadership Council on Legal Diversity. Ms. Punjabi will participate in LCLD’s landmark program created to identify, train, and advance the next generation of leaders in the legal profession.
Gauri Punjabi, an Associate at Mintz, is quoted in this Cook County Record article on how the reach of the ‘joint employer’ doctrine can be better understood through a class action lawsuit filed by former delivery drivers against Amazon.
Fifty-three Mintz attorneys have been named Massachusetts Super Lawyers for 2016 and thirty-one have been named Massachusetts Rising Stars. The findings will be published in the November 2016 issue of Boston Magazine and in a stand-alone magazine, New England Super Lawyers. 



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