A large number of revisions to substantive laws will impact Pacific Northwest employers in 2026. These new laws may necessitate changes to Oregon employers’ policies and procedures.

What You Need to Know:

• New Disclosure Obligations: At the time of hire, and annually, employers must provide employees with more detailed information regarding pay rates, deductions, benefits, and payroll codes.
• New Rules for Breaks and Leave: Employers must pay non-exempt employees for a full 30-minute meal period if the break is cut short, regardless of its actual length. Additionally, the permissible uses for paid sick time have been expanded to include blood donation.
• Stricter Workplace Safety Requirements, Broader Liability Affecting Specific Sectors: Workplace violence prevention plan requirements have been extended to home health agencies and home hospice programs, with new substantive obligations for all covered health care employers. Property owners and direct contractors now face joint liability for wage theft on certain construction projects.

This Insight highlights the most significant new legal obligations for employers in Oregon, affecting a variety of stages of the employment relationship. Unless indicated otherwise, the laws discussed below took effect on January 1, 2026. For a complete picture of the many changes affecting employers in the Pacific Northwest, please also see our companion piece covering new laws in Washington.

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Changes to Mandatory Disclosures Affect...

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