Update Applicable to:	Effective Date
All Employers, Employment Agencies, and Labor Organizations Operating in Oregon	91 days after the 2025 legislative session adjourns sine die – September 28, 2025

What happened?

On May 22, 2025. Oregon legislature passed the House Bill (HB) 3187, that would prohibit an employer from requesting an applicant’s age, date of birth or date of graduation before conducting an initial interview or making a conditional offer of employment. The bill is currently awaiting the Governor’s signature.

Overview:

HB 3187 amends Oregon’s anti-discrimination laws to strengthen protections against age-based bias in employment, specifically limiting when age-related information can be requested during the hiring process and expands protections for apprentices and whistleblowers.

Compliance Implications

• Employers must update hiring materials, train staff, and ensure third-party compliance to avoid requesting age-related information too early in the hiring process.

• Noncompliance may lead to investigations, lawsuits, or penalties such as reinstatement and back pay.

What does it Change?

1. Restrictions on Pre-Interview Inquiries: Employers, employment agencies, and recruiters are prohibited from requesting or requiring the following information from job applicants:

• Age
• Date of birth
• Dates of attendance or graduation from educational institutions

These restrictions apply prior to:

• Completing an initial interview, or
• Making a conditional offer of employment

Exceptions:
These inquiries are permitted only when:

• Required to verify a bona fide occupational qualification, or
• Necessary to comply with federal, state, or local law.

2. Apprenticeship Program Changes: The bill removes a prior provision that allowed age to be considered in selecting apprentices based on their ability to complete training before age 70. Apprentices are now fully protected under the same anti-discrimination standards as other employees.

3. Retaliation Protections: HB 3187 also amends workplace safety laws to prohibit retaliation against employees or applicants who:

• Report on safety violations
• Participate in safety investigations.
• Refuse dangerous work in good faith.
• Report assaults in healthcare settings.

A rebuttable presumption of retaliation applies if adverse action occurs within 60 days of such protected activity.

For additional information, please review the bill (soon to be law).

Source References

• OR HB 3187 – Relating to Age-Based Employment Discrimination

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