Employment Law Update

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By Lori Cooper

During Oregon’s 2025 legislative session, a fresh batch of laws were passed that cover the gamut from hiring practices to leave policies to pay disclosures. To help you stay ahead of the latest requirements, let’s take a quick look at of the biggest changes and how you’ll want to address them.

HB 3187 — Don’t Ask What Year an Applicant Graduated!

Effective: September 26, 2025
That seemingly innocuous “So, what year did you graduate?” question could soon land you in hot water. Oregon’s new law prohibits employers from asking about age, birthdates, or graduation years before the interview stage. The only exceptions are where this information is a bona fide job requirement or is needed to comply with legal mandates.

Suggested Action:

  • Remove birthdate or graduation-related fields from applications and recruiting software.
  • Avoid graduation-year or age-related questions on applications and in interviews.
  • Document the bona fide occupational qualification or legal mandate compliance if age-related disclosure is required.

HB 2248 — BOLI “Help Desk”

Effective: September 26, 2025
BOLI has a new Employer Assistance Division, which is like a hotline for advisory opinions and guidance. Your chats with them are confidential (unless you decide to share) and can shield you from penalties (except for remedies or penalties owed directly to employees) if you rely on their advice in good faith.

It’s important to remember that BOLI’s guidance is not legal advice – it can be a helpful resource, but it usually won’t replace the tailored advice you need for complicated or potentially high-risk situations.

Suggested Action:

  • Don’t hesitate to ask BOLI for guidance when you’ve got a question.
  • Retain documentation of reliance on BOLI guidance.
  • For legal strategy and compliance, call the Local Government Law Group.

SB 906 — Payroll Transparency 101

Effective: January 1, 2026
Starting in 2026, employers must give every new hire a clear guide to their earnings and deductions — basically, an explanation of what is on their pay stub and why. You can distribute it to employees via paper, post it (in the breakroom, etc.), or share it electronically (via email or link). You also have to review and refresh the info by January 1 every year.

Here is the information required in the disclosure:

  • Your regular pay periods.
  • Every pay type an employee might earn (hourly, salary, shift differentials, piece rates, commissions, etc.).
  • All benefit contributions and deductions.
  • Every type of deduction and what it’s for.
  • Any allowances (like meals or lodging) that count toward minimum wage.
  • Employer-provided benefits shown as contributions/deductions.
  • Payroll codes — plus a description or definition for each one.

That’s quite a list — but BOLI has created a template  in English and Spanish that you can use so you  don’t have to start from scratch.

Suggested Action:

  • Adopt BOLI’s template (or build your own customized version).
  • Make sure all the required elements are covered and easily understood.
  • Refresh the disclosure annually by January 1.

SB 1108 — Sick Time for Donating Blood

Effective: January 1, 2026
To encourage this life-saving activity, a new law allows employees to use sick time to donate blood.

Suggested Action:

  • Add “blood donation” to the list of sick time uses.