Age Discrimination in Hiring and Pay Stub Requirements- New Oregon Employment Laws for 2026
The Oregon Legislature has been busy this session! Two important bills to note are HB 3187 and SB 906.
HB 3187 addresses age discrimination in hiring by prohibiting employers from requesting or requiring an applicant’s age, date of birth, or date of graduation from any educational institution prior to completing an initial interview, or if there is no initial interview, prior to making a conditional offer of employment. There are two exceptions, allowing for requesting or requiring an applicant’s age, date of birth, or date of graduation when:
- the information is necessary for the employer to have to comply with an applicable law; or
- the information is required to affirm that the applicant meets a bona fide occupational qualification.
HB 3187 becomes effective January 1, 2026.
SB 906 addresses paystub clarity/transparency. It requires employers to provide employees with written explanations of the earnings and deductions show on their paystubs at the time of hire. Employers must also update and review the requirement information by January 1 of each year. Beginning January 1, 2026, Oregon employers will face new payroll transparency requirements under SB 906. The legislation mandates that, at the time of hire, employees must receive a written explanation of their earnings and deductions, along with clarification of the codes that appear on itemized wage statements.
The written notice must include:
- The employer’s regular pay period.
- A detailed list of all potential types of pay, such as hourly wages, salary, shift differentials, piece-rate pay, and commissions.
- All possible benefit deductions and contributions.
- Every type of deduction that could be applied.
- The purpose of each deduction during a standard pay period.
- Any allowances claimed as part of minimum wage.
- Employer-provided benefits that may show up as contributions or deductions.
- All payroll codes for pay rates and deductions, along with clear definitions for each.
Employers have flexibility in how they provide this information—it may be distributed directly to employees, posted on a company website, shared electronically, or made available in a central location.
Importantly, the explanation must be detailed enough for employees to understand pay rates and deduction codes, though it does not need to be written in complete sentences. Employers must also review and update this information annually by January 1.
To assist with compliance, BOLI is reportedly publishing a model template employers can adopt or adapt which SBH will be on the lookout for. Employers who fail to meet these requirements risk civil penalties of up to $500 per violation.
If you have any questions about how to get ready for these changes by January 1, 2026, please don’t hesitate to contact me at or 503-595-6115.
Posted by Hannah Teig.
