Oregon Impacts Employer Collection of Age-Related Information
1 min read
Published
Jul 07, 2025
Effective September 28, 2025, Oregon’s discrimination law is amended to make it an unlawful employment practice for an employer, prospective employer or employment agency, to collect age, date of birth, or attendance or graduation dates at any educational institution. (HB 3187).
Employers may collect such information after an initial interview is conducted. If no interview is conducted, then such information may be collected after a conditional offer of employment is extended.
This new restriction contains exceptions for when the information is required to: (a) affirm the applicant meets bona fide occupational qualifications, and (b) comply with any provision of federal, state or local law, rule or regulation.
Employers should review this law with qualified legal counsel to determine if any information collection practices need to be modified including the collection of this information in conjunction with a background check request.
You might also like
The Best of Both Worlds: Emerging Tenant Screening Trends and Smarter Solutions
Here is what we see across the tenant screening market and what it means going forward. Watch the full webinar on demand to hear their complete insights.
Keeping Up with Compliance: 3 Key Takeaways Employers Can’t Afford to Miss
We cover the three latest legislative and litigation developments employers should be tracking right now.
The New Renter Mindset: What Applicants Expect from Tenant Screening Today
Uncover key expectations renters bring into the screening process today and what those expectations mean for Property Operations teams.