Oregon’s approach to pay transparency is currently evolving, with the state focusing primarily on wage discussion protections and payroll transparency requirements rather than comprehensive salary posting mandates. While Oregon does not yet require employers to include salary ranges in job postings, the state has established strong protections for employees’ rights to discuss wages and enacted detailed payroll disclosure requirements for new hires.
Here’s what you need to know about Oregon pay transparency law requirements and emerging legislation.
Core Law & Compliance
What Is the Oregon Pay Transparency Law? (2026 Update)
Oregon’s current pay transparency framework consists of two main components: wage discussion protections under ORS Section 659A.355 and new payroll transparency requirements under Senate Bill 906.
The wage discussion protection, found in Oregon Revised Statutes Section 659A.355, prohibits employers from taking adverse employment action or retaliating against employees who inquire about, discuss, or disclose their wages or those of another employee. This protection ensures that workers can freely share salary information without fear of employer retaliation.
The second component, enacted through Senate Bill 906 and signed into law on May 28, 2025, requires employers to provide detailed written explanations of payroll codes, deductions, and pay rates to all new employees at the time of hire. This law takes effect January 1, 2026, and represents Oregon’s commitment to enhancing payroll transparency and employee understanding of compensation structures.
Additionally, House Bill 2746, introduced in the Oregon legislature in March 2025, proposes requiring employers to include salary ranges in job advertisements and provide pay scale information to applicants and employees. Although the bill has not yet become law, it reflects Oregon’s movement toward comprehensive pay transparency requirements.
Oregon Salary Posting Requirements for Employers
Currently, Oregon does not have mandatory salary posting requirements. Unlike states such as California or Washington, Oregon employers are not required to include wage ranges in job postings or proactively disclose compensation information during the hiring process.
However, starting January 1, 2026, Oregon employers must provide comprehensive payroll transparency to new hires. This includes detailed written explanations of the employer’s established pay period, all earnings and deductions, payroll codes used for pay rates and deductions with clear definitions, all pay rates and benefit deductions that apply or may apply to the employee, and any employer-provided benefits that may appear on pay stubs.
Oregon law already prohibits employers from requesting salary history before making a job offer that includes a pay amount, and pending legislation would extend these restrictions to employment agencies.
When Did/Does the Oregon Pay Transparency Law Take Effect?
Oregon’s wage discussion protections under ORS 659A.355 are currently in effect and have been providing employees with protection against retaliation for wage-related discussions.
The new payroll transparency requirements under Senate Bill 906 take effect January 1, 2026. Employers should begin preparing now to ensure compliance with these detailed disclosure requirements.
House Bill 2746, which would introduce comprehensive salary posting requirements, is still under consideration in the Oregon legislature and has not yet been enacted into law.
Employer Responsibilities
Which Employers Must Comply With the Oregon Pay Transparency Law?
The wage discussion protections under ORS 659A.355 apply to all Oregon employers, regardless of size. Every employer in the state must respect employees’ rights to discuss their wages without retaliation.
The payroll transparency requirements under Senate Bill 906 apply to all Oregon employers who hire new employees, with no minimum employee threshold specified in the legislation. This means that both large corporations and small businesses must provide the required payroll explanations to new hires starting January 1, 2026.
Oregon Pay Transparency Thresholds by Employer Size
Oregon’s current transparency laws do not establish different requirements based on employer size. The wage discussion protections apply universally to all employers operating in the state.
Similarly, the incoming payroll transparency requirements under Senate Bill 906 do not include size-based exemptions, meaning all Oregon employers must comply with the detailed disclosure requirements regardless of their workforce size.
If House Bill 2746 becomes law, the salary posting requirements would apply to employers meeting specific criteria, though the final thresholds are still being determined through the legislative process.
Penalties for Violating the Oregon Pay Transparency Law
Oregon enforces its pay transparency protections through both administrative and civil remedies. Employees who face retaliation for exercising their wage discussion rights can pursue claims through the Oregon Bureau of Labor and Industries (BOLI) or through civil litigation.
For violations of the payroll transparency requirements, Oregon’s Bureau of Labor and Industries may assess civil penalties of up to $500 per violation. Importantly, employees do not have a private right of action to bring civil lawsuits for violations of the payroll transparency statute.
Employers may also face penalties of up to $1,000 for violations of certain wage statutes, including unlawful deductions. The penalty structure is designed to encourage compliance while providing meaningful consequences for violations.
Employee Rights & Impact
What Employees Should Know About the Oregon Pay Transparency Law
Oregon employees currently have protected rights to discuss their wages freely with colleagues and others. Under ORS 659A.355, employers cannot take adverse employment action or retaliate against employees who inquire about, discuss, or disclose wages.
Starting January 1, 2026, new employees will have the right to receive comprehensive written explanations of their payroll structure at the time of hire, including detailed information about pay periods, deduction codes, benefit contributions, and all potential pay rates that may apply to their position.
Oregon law also protects job applicants from salary history inquiries, as employers cannot request information about previous compensation before making a job offer that includes a pay amount.
Employee Rights Under Oregon Salary Posting Law
While Oregon does not currently require salary posting in job advertisements, employees have significant rights related to compensation transparency and protection.
The fundamental right to wage discussion means Oregon workers can freely share salary information, ask colleagues about their compensation, and seek information about pay practices within their organization without fear of employer retaliation.
Employees can request payroll explanations from their employers, and starting in 2026, this information must be provided within 14 days of the request. This ensures that workers have access to detailed information about how their compensation is calculated and what deductions may apply.
Job applicants benefit from protection against salary history discrimination, as employers cannot base hiring or compensation decisions on previous wages.
How the Oregon Pay Transparency Law Helps Reduce Wage Gaps
Oregon’s wage discussion protections directly support efforts to identify and address pay disparities. When employees can freely discuss their compensation, patterns of discrimination become more visible and easier to address through appropriate channels.
The state’s strong equal pay laws work in conjunction with transparency protections to ensure workers receive equal pay for equal work regardless of gender, race, age, or other protected characteristics.
The upcoming payroll transparency requirements will provide workers with detailed understanding of their compensation structure, enabling them to better advocate for fair pay and identify potential discrepancies in how pay and benefits are applied.
HR & Legal Best Practices
How HR Teams Can Comply With Oregon Pay Transparency Law
HR teams should begin by ensuring all managers and supervisors understand that employees have protected rights to discuss wages and that any retaliation for such discussions is prohibited under Oregon law.
To prepare for the January 1, 2026 payroll transparency requirements, HR teams should work with payroll departments to catalog all pay codes, deduction types, and benefit structures currently in use. The Oregon Bureau of Labor and Industries will provide model guidance documents in multiple languages that employers can customize to meet their specific needs.
HR teams should establish procedures for providing the required payroll explanations to new hires and ensure the information is reviewed and updated annually as required by law.
Updating Job Postings to Meet Oregon Salary Transparency Rules
Currently, Oregon does not require salary ranges in job postings, though employers should monitor potential changes if House Bill 2746 or similar legislation is enacted.
Employers should ensure their hiring practices comply with existing salary history restrictions by training recruiters and hiring managers to avoid asking about previous compensation before making job offers.
Proactive employers may choose to include salary ranges in job postings voluntarily to attract candidates and demonstrate commitment to transparency, even without a legal requirement to do so.
Does the Oregon Pay Transparency Law Apply to Remote or Hybrid Workers?
Oregon’s wage discussion protections apply to all employees working for Oregon employers, regardless of their work arrangement. Remote and hybrid workers have the same rights to discuss wages without retaliation as in-office employees.
The payroll transparency requirements will apply to all new hires, including remote and hybrid workers, starting January 1, 2026. Employers should ensure that payroll explanations are accessible to remote workers through electronic delivery methods such as email or secure portals.
If comprehensive salary posting requirements are enacted through pending legislation, they would likely apply to all job postings for positions that could be filled by Oregon residents, regardless of work location.
Comparison and Broader Context
How Oregon Pay Transparency Rules Compare With California and New York
Oregon’s current approach differs significantly from California and New York, as it does not yet require proactive salary disclosure in job postings. While California and New York mandate comprehensive salary range disclosure for qualifying employers, Oregon focuses primarily on wage discussion protections and payroll transparency.
Oregon’s payroll transparency requirements for new hires are more detailed than what many other states require, providing comprehensive explanations of pay codes and deduction structures. This approach emphasizes helping employees understand their compensation rather than requiring upfront disclosure to job seekers.
If House Bill 2746 becomes law, Oregon would join the growing number of states with comprehensive salary posting requirements, bringing it closer to the California and New York models.
Federal Pay Transparency Requirements vs. Oregon Law
Oregon’s wage discussion protections provide stronger explicit protection than current federal law, which primarily relies on National Labor Relations Act provisions that may not cover all private sector employees comprehensively.
The detailed payroll transparency requirements for new hires exceed federal requirements and provide Oregon workers with more comprehensive information about their compensation structure than federal law mandates.
Oregon’s salary history restrictions also go beyond federal protections, providing clear statutory prohibitions against using previous compensation to determine new wages.
Pay Transparency Laws by State: Where Does Oregon Stand?
Oregon currently stands apart from the approximately 10 states that have enacted comprehensive pay transparency laws requiring salary disclosure in job postings. While states like California, Washington, Colorado, and New York require proactive salary disclosure, Oregon has taken a different approach focused on wage discussion protection and payroll transparency.
However, with House Bill 2746 under consideration, Oregon may soon join the growing list of states with comprehensive salary posting requirements. The state’s existing equal pay laws and strong worker protections provide a solid foundation for expanded transparency requirements.
Oregon’s approach demonstrates that states can pursue pay equity through multiple pathways, combining strong anti-retaliation protections with detailed payroll disclosure rather than solely focusing on job posting requirements.
FAQs About the Oregon Pay Transparency Law
Do small businesses need to comply with Oregon pay transparency law?
Yes, all Oregon employers, regardless of size, must comply with the wage discussion protection requirements under ORS 659A.355. Small businesses cannot prohibit employees from discussing their wages or retaliate against workers who do so. Starting January 1, 2026, all employers will also need to provide detailed payroll explanations to new hires under Senate Bill 906, with no small business exemption.
How should employers update existing job postings?
Currently, Oregon does not require salary ranges in job postings, so no immediate updates are necessary for compliance purposes. However, employers should ensure their hiring practices comply with salary history restrictions by avoiding questions about previous compensation before making job offers. Employers may choose to include salary ranges voluntarily to attract candidates and demonstrate transparency commitment.
Are salary ranges required for internal postings as well as external ones?
Oregon does not currently have salary posting requirements for either internal or external job postings. If pending legislation like House Bill 2746 is enacted, specific requirements for internal versus external postings would be determined by the final statutory language.
What happens if employers fail to disclose salaries?
Since Oregon does not currently require salary disclosure in job postings, there are no penalties for failing to include this information. However, employers who violate wage discussion protections can face civil liability for retaliation. Starting January 1, 2026, employers who fail to provide required payroll explanations to new hires may face civil penalties of up to $500 per violation assessed by the Oregon Bureau of Labor and Industries.
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