Pay Transparency Laws in Oregon
Oregon has pay transparency requirements
Oregon requires all employers to include the pay range in all job postings, including internal postings. The range must reflect the good-faith compensation the employer actually expects to pay. Oregon has banned salary history inquiries since 2020.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 1+ employees — Applies to all employers. |
| Effective date | January 1, 2024 |
| Penalties | Civil penalties up to $10,000 per violation for posting requirements. Salary history ban violations may result in compensatory and punitive damages. |
| Statute | ORS SS 652.235, 659A.357 (HB 2005, SB 1514) |
Pay Transparency Laws in Oregon: what you need to know
Oregon has enacted a pay transparency law that affects how employers handle salary information. Oregon requires all employers to include the pay range in all job postings, including internal postings. The range must reflect the good-faith compensation the employer actually expects to pay. Oregon has banned salary history inquiries since 2020. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and Oregon is among the states leading this trend.
Oregon requires employers to include salary ranges in job postings. Applies to all employers. This means that when you apply for a job in Oregon, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 1 or more employees.
In Oregon, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
Oregon also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in Oregon must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of Oregon's pay transparency law includes penalties for non-compliance. Civil penalties up to $10,000 per violation for posting requirements. Salary history ban violations may result in compensatory and punitive damages. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For Oregon workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More Oregon workplace laws
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Frequently asked questions about pay transparency laws in Oregon
Yes. Oregon requires employers with 1 or more employees to include salary ranges in job postings.
No. Oregon has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. Oregon requires employers to provide salary range information upon request.
Civil penalties up to $10,000 per violation for posting requirements. Salary history ban violations may result in compensatory and punitive damages.
This depends on the specific provisions of Oregon law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.