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Oregon employers face a significant wave of new workplace legislation rolling out from mid-2026 through mid-2027. Whether you operate in construction, health care, cannabis, or any sector that employs minors or undocumented workers, several of these laws carry direct compliance obligations. Here is what you need to know.

Effective June 5, 2026

• Immigration-related employment protections (HB 4111). Employers may not discharge, discriminate against, retaliate against, or take any adverse action against an employee because they have updated 鈥� or attempted to update 鈥� their personal information following a lawful change in federal employment authorization documentation. The law does not prevent employers from taking actions required to comply with federal authorization requirements, and it does not impose liability for independent actions taken by third-party benefit administrators.
• Health care without fear (SB 1570). Covered health care facilities are prohibited from retaliating or taking disciplinary action against employees who distribute state-published materials about immigrant rights and immigration legal services. Hospitals must also adopt written policies addressing how they will respond when law enforcement arrives on-site, designate certain areas as non-public, and treat patients鈥� citizenship and immigration status with the same confidentiality protections required for protected health information.
• Unlicensed contractors initiative (HB 4012). The Oregon Construction Contractors Board will launch a targeted assessment program running Jan. 1 through July 1, 2027, working alongside the Bureau of Labor and Industries (BOLI) to observe and document unlicensed labor contractor use at construction job sites. Employers should anticipate an elevated likelihood of worksite inspections during this period.

Effective Sept. 30, 2026

• Immigration enforcement notice on school campuses (HB 4079). Public school districts, public universities, community college boards, and Oregon Health and Science University must adopt policies for notifying stakeholders when a federal immigration authority is confirmed to have entered campus for enforcement purposes. The policies must align with applicable state model policies and satisfy detailed statutory requirements.

Effective Jan. 1, 2027

• Cannabis labor peace agreement repeal (HB 4162). Oregon鈥檚 Measure 119 (2024) 鈥� which had required cannabis businesses to enter into labor peace agreements with unions as a condition of obtaining or renewing a state license 鈥� was struck down as unconstitutional by a federal district court in May 2025. HB 4162 now formally removes it from the books, providing clarity for cannabis licensees going forward.
• Minor work hours 鈥� updated BOLI authority (HB 4013). BOLI will be authorized to adopt rules on total hours that minors may work that are no less protective than the federal Fair Labor Standards Act (FLSA) as of Jan. 1, 2026. Importantly, BOLI鈥檚 rules may be more restrictive than federal standards, but only to the extent necessary to implement changes in the FLSA or state law that increase protection for minors.
• Companionship services wage clarification (SB 1518). Workers who provide 鈥渃ompanionship services鈥� as defined under federal regulations are generally exempt from state minimum wage, overtime, and workplace conditions rules. However, that exemption does not apply 鈥� and full wage protections kick in 鈥� when the worker is employed by a third-party business engaged in providing home care or companionship services.
• Increased penalties for wage theft and unlicensed construction contractors (HB 4089). The definition of 鈥渢heft of services鈥� is expanded to include intentional partial underpayment for work, making criminal prosecution more accessible. Additionally, contractors and subcontractors who knowingly contract with unlicensed construction labor contractors face increased criminal penalties.

Effective July 1, 2027

• Worker safety plans for behavioral health employers (HB 4069). Entities contracting with the Oregon Health Authority to provide behavioral health services 鈥� including certain residential treatment facilities, detox centers, and emergency shelters 鈥� must implement a written physical safety plan for workers and provide a copy to each employee upon hire. Plans must address lone worker safety and mechanisms for reporting structural hazards, among other requirements. Compliance is triggered on the date an entity first enters, renews, extends, or amends a contract with the OHA on or after July 1, 2027.

These laws reflect Oregon鈥檚 continued focus on worker protections across immigration, wage enforcement, and workplace safety. Employers should review their policies and contracts now to ensure compliance well ahead of each effective date. We will continue to monitor developments related to all aspects of workplace law. Subscribe to Fisher Phillips鈥� Insight System (fisherphillips.com/en/Subscribe.html) to get the most up-to-date information.

Bradley Rice is an associate in the Portland office of Fisher Phillips, a national firm dedicated to representing employers鈥� interests in all aspects of workplace law. Contact him at 503-205-8082 or [email protected].

The opinions, beliefs and viewpoints expressed in the preceding commentary are those of the author and do not necessarily reflect the opinions, beliefs and viewpoints of the Daily Journal of Commerce or its editors. Neither the author nor the 91视频 guarantees the accuracy or completeness of any information published herein.