Call Out to Oregon Employers: Your New-Hire Procedures Will Change in 2026

Oregon employers will need to disclose additional information to new hires beginning January 1, 2026, under a law signed in May 2025.

Senate Bill 906, passed in May 2025, amends Oregon Revised Statute (ORS) 652.610 and requires employers to provide more detailed information to employees at the time of hire. Effective January 1, 2026, Oregon employers must provide new hires a written explanation of the earnings and deductions shown on the itemized statements provided on regular paydays and any other occasions when wages, salary, or commissions are paid. Employers must also review and update this information by January 1 of each year.

The disclosures must include:

1.  The employer’s established regular pay period.

2.   A comprehensive list of:

A. All types of pay rates employees may be eligible for, including hourly pay, salary, shift differentials, piece-rate pay, and commission-based pay.

B. All benefit deductions and contributions.

C. Every type of deduction that may apply.

3.   The purpose of deductions that may be made during a regular pay period.

4.   Any allowances claimed as part of minimum wage.

5.   Employer-provided benefits that may appear on itemized statements as contributions and deductions.

6.   All payroll codes used for pay rates and deductions, along with a detailed description or definition of each code.

Flexibility for Employers

The new law includes two provisions aimed at easing the burden on employers:

First, employers may satisfy the disclosure requirements by making the information available in a location easily accessible to employees, such as a link to a website, a physical document posted in a central location, a shared electronic file, or delivery via email.

Second, Oregon’s Bureau of Labor and Industries (BOLI) is tasked with developing a model written guidance document that includes commonly used statewide deductions. Employers may use this model as a basis for their required disclosures.

Agency Enforcement

Employers should be aware that violations could result in penalties. Under the amended statute, BOLI may issue penalties of up to $500 against any person who violates ORS 652.610. However, employees do not have a private right of action to bring a civil lawsuit for violations of this statute.