Oregon Equal Pay Act provides pay protections to Oregonians and creates specific obligations for Oregon state government as an employer.
The act makes it unlawful for any employer to:
- Discriminate between employees, in wages and other compensation for “work of a comparable character,” on the basis of a protected class;
- Pay employees at different compensation levels when based on something other than the bona fide factors contained in the law;
- Seek or use the salary history of an applicant before an employment and salary offer has been made;
- Screen applicants on the basis of current or past compensation; or
- Determine compensation for a position based on current or past compensation of a prospective employee.
In compliance with the law, the executive branch of Oregon state government conducts an Equal Pay Analysis at least once every three years to assess and correct wage disparities among employees who perform work of a comparable character.
Additionally, executive branch employees may request an assessment of their compensation and appeal that decision based on policy and applicable collective bargaining agreements.
More information on both the recurring Equal Pay Analysis Project and ongoing Equal Pay Assessment requests can be found on this page.
2023/2024 Equal Pay Analysis Project (Executive Branch)
December 31, 2023- Deadline for Employees to Update Workday Profile for Equal Pay Analysis.
Link to profile update knowledge article: How to update career information
June 1, 2024- Anticipated effective date for any pay changes as a result of the 2023/2024 Equal Pay Analysis.