Oregon Pay transparency and pay equity — Ask HR AI

What changes in Oregon

Salary-history rule: Banned (ORS §652.220). Employers may not screen based on prior compensation or seek salary history from prior employers.

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"We post remote roles nationwide — how do we handle pay range disclosure? Focus on Oregon."

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Practitioner steps for Oregon

Step 1. Confirm whether Oregon bans salary-history inquiries — currently banned (ors §652.220).
Step 2. Post a good-faith pay range on every OR job posting where required, including remote roles that could be performed in Oregon.
Step 3. Include benefits and equity where the OR statute or local ordinance requires them alongside the base range.
Step 4. Retain the wage records and job description that support the posted range in case of an enforcement action.

Applicable Oregon statutes and references

ORS §659A.360
ORS §652.220
ORS §659A.315
15 U.S.C. §1681 et seq. (federal FCRA)

Frequently asked (federal + Oregon overlay)

Which states require pay ranges in job postings?

California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Minnesota, Nevada, New York, Rhode Island, Vermont, and Washington all have posting or on-request pay range disclosure statutes, plus several cities with their own rules.

Can I ask an applicant about their current salary?

In many states, no. Salary-history bans in states like California, Massachusetts, New York, and Washington prohibit asking about prior compensation, though applicants can voluntarily disclose.

What is a pay equity audit?

A privileged statistical review of compensation across protected classes for similarly situated employees, used to identify and correct unexplained gaps before litigation.

Same topic in another state

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Ask HR AI is not legal advice. Confirm any final answers or suggested actions with your employment legal counsel before acting on them.

Pay transparency and pay equity in Oregon.