Make sure you are aware of new laws that could impact your business operations.
The following information summarizes several bills most likely to impact employers across the state. For access to all the legislation from this year's session, visit the
Oregon State Legislature website.
Legislation generally takes effect January 1st of the calendar year following passage. ORS 171.022. The assembly can, however, specify an earlier effective date.
Note: Changes to BOLI administrative rules and the option to receive notifications of changes are available from the
BOLI Rulemaking page.
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Legislative session
Effective on Passage
Effective September 26, 2025
Effective January 1, 2026
Effective on Passage
HB 4178 permits most places of public accommodation (and public bodies) to implement a specific type of rounding policy (described in the bill) for cash transactions and mixed-tender transactions. While not required, if adopted, such a policy and any changes must be advertised and apply to all in-person cash and mix-tender transactions.
HB 4178 includes an emergency clause and became effective on passage - April 7, 2026.
Effective June 5, 2026
HB 4012 directs the Construction Contractors Board to consult and collaborate with the Bureau of Labor and Industries to carry out a targeted assessment initiative to observe and collect information on the use of unlicensed labor contractors and construction labor contractors at construction job sites.
The bill requires the board and the bureau to report on the operation and outcomes of the initiative and to provide recommendations to the Legislative Assembly no later than October 1, 2027.
Effective June 5, 2026
HB 4111 generally prohibits information about a party's or a witness's immigration status from being used in a civil case. The bill provides a process for limited exceptions and limits permissible disclosures.
HB 4111 also makes it unlawful for an employer to punish an employee because that employee updates (or attempts to update) their personal information based on lawful changes to their work authorization documentation.
The bill clarifies that it is not unlawful for an employer to take actions necessary to comply with federal employment authorization verification requirements. Likewise, benefit changes based solely on an employee’s updated personal information or work authorization that are made independently by a third-party benefit administrator are not an unlawful act by the employer.
Finally, HB 4111 also amends the definition of prohibited profiling by law enforcement to include immigration status. Under the bill, profiling means targeting an individual by law enforcement, based solely on the individual’s real or perceived age, race, ethnicity, color, national origin, immigration status, language, sex, gender identity, sexual orientation, political affiliation, religion, homelessness or disability, unless the agency or officer is acting on a suspect description or information related to an identified or suspected violation of a provision of law.
Effective June 5, 2026
HB 4123 Prohibits a landlord from disclosing an individual’s confidential information, such as date of birth, Social Security number, and other information, as well as characteristics legally protected by civil rights law, such as immigration or citizenship status or membership in a protected class as defined in ORS 659A.425 relating to housing discrimination.
Specific exceptions are identified in the bill to allow disclosure with the individual's written consent, court orders, judicial warrants or subpoenas, and others.
An individual may recover an amount equal to twice the monthly rent of the tenancy or prospective tenancy if a landlord knowingly discloses confidential information.
Effective June 5, 2026
SB 1570 requires hospitals to have policies and procedures in place that address how the hospital will respond if a law enforcement authority arrives at the hospital and to designate which areas of the hospital are not open to the public.
SB 1570 also makes it an unlawful employment practice for a health care facility to retaliate or take disciplinary action against an employee because the employee has distributed informational or educational materials concerning immigrant rights or immigration legal services if the materials are published or otherwise made available by a state agency. An employee may file a complaint of a violation with the Bureau of Labor and Industries.
Finally, SB 1570 prohibits hospitals and federally qualified health centers from disclosing information concerning a person's citizenship or immigration status or a person's country of birth unless disclosure is required by state or federal law or an order of a court.
Effective June 5, 2026
Effective January 1, 2027
HB 4013 specifies that rules governing the total hours a minor can work may not be less restrictive than the requirements of the federal Fair Labor Standards Act as in effect on January 1, 2026.
In addition, such rules may be made more restrictive only as needed to track changes in federal or state law that increase protections for minors.
Effective January 1, 2027
HB 4089 creates new criminal sanctions for contractors or subcontractors who knowingly enter into a contract with a
construction labor contractor who is not properly licensed. (A misdemeanor as well as a felony for repeat convictions.) Under this law, a construction labor contractor does NOT include a construction contractor licensed by the Oregon Construction Contractors Board.
Criminal prosecution for “theft of services” (which could include wage theft) does not prevent any employee, independent contractor, authorized third-party representative, or the Commissioner of the Bureau of Labor and Industries from commencing a civil action or administrative proceeding to seek unpaid wages, compensation, penalties, damages, or other remedies provided by law.
Under the bill, Oregon’s Interagency Compliance Network is charged with developing investigative methods for gathering and sharing information relating to theft of services and noncompliance with tax or employment laws.
Effective January 1, 2027
SB 1518 amends an Oregon exemption from minimum wage and overtime regarding companionship services.
Wage and hour laws generally require employers to pay employees no less than the applicable minimum wage for all hours worked and one and one-half times the regular rate of pay for hours worked beyond 40 in a workweek.
Among certain exceptions, state and federal law do not require minimum wage and overtime for “providers of companionship services”.
In 2013, the federal regulations defining what work would be exempt and who could claim the exemption were narrowed.
SB 1518 amends the Oregon definition of companionship services to limit exempt duties to those described in current federal regulations (29 CFR 552.6 — as in effect on January 1, 2016), even if federal regulations change in the future.
Finally, the bill also prohibits a third party engaged in the business of providing home care or companionship services from claiming the exemption.
Effective January 1, 2027