Oregon Fair Hiring Laws

Various laws are in effect that impact employment, including some that dictate the regulations around recruiting and hiring new employees. Review our detailed guide to fair hiring laws in Oregon and how they differ from federal regulations.

What Are Fair Hiring Laws?

Fair hiring laws are regulations administered federally by the Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL). They apply across all states in the U.S., although some states have stricter laws in place. More than 180 laws cover workplace activities, protecting more than 165 million workers. Some of these related to the process of recruiting and hiring new employees.

What Are “Ban-the-Box” Laws?

Ban-the-box laws limit when an employer can ask about a candidate’s criminal history during the hiring process. The term refers to eliminating the box that must be checked on a traditional application when the individual has such a record.

Does Oregon Have Fair Hiring Laws That Differ from Federal Fair Hiring Laws?

Yes, the fair hiring laws in Oregon differ from federal fair hiring laws. One key difference is the protected classes included in the laws. In addition to those protected under federal law, Oregon law prohibits discrimination based on gender identity and sexual orientation.

Additionally, Oregon has a “ban the box” law that restricts most employers in the state from asking about an applicant’s conviction history prior to an interview.

Do Oregon Hiring Laws Match or Differ from the Federal Equal Pay Act (EPA)?

Oregon’s hiring laws match the federal requirements around equal pay, although they are more comprehensive in protected statuses. Employees are required to receive equal compensation for equal work regardless of gender, sex, sexual orientation, race, color, religion, national origin, veteran status, disability, marital status, or age.

Do Oregon Hiring Laws Match or Differ from the Age Discrimination in Employment Act (ADEA)?

The equal pay act administered by the Bureau of Labor and Industries (BOLI) specifically states that employees must receive equal pay for equal work regardless of age. Therefore, age discrimination is not permitted. Oregon HB 3187, signed into law by the governor on May 22, 2025, significantly expanded age discrimination protections in hiring and apprenticeships, including individuals as young as 18.

Do Oregon Hiring Laws Match or Differ from the Americans with Disabilities Act (ADA)?

The laws in Oregon align with the Americans with Disabilities Act.

Do Oregon Hiring Laws Match or Differ from the Genetic Information Nondiscrimination Act (GINA)?

Oregon Genetic Privacy Statutes share some similarities with GINA, although they include details around allowed disclosure or retention of genetic information. Additionally, the statutes define specific terms.

Do Oregon Hiring Laws Match or Differ from Title VII of the Civil Rights Act of 1964?

Oregon’s hiring laws generally align with Title VII of the Civil Rights Act.

Are There Different Fair Hiring Laws in Cities or Municipalities Across Oregon?

Yes, Portland has a ban-the-box ordinance that differs slightly from the state law. The city’s law requires employers to issue a conditional job offer prior to inquiring about any criminal history.“

With the right tools, ensuring fairness when recruiting and hiring doesn’t have to cause problems. Learn more about the applicant tracking capabilities built into WorkforceHub, like automation of data tracking and reporting for valuable insights. We can help your business maintain compliance with fair hiring regulations.