Oregon Expands Age Discrimination Protections

On May 22, 2025, Oregon amended its anti-discrimination law to expand age discrimination by prohibiting employers from making age-related inquiries during the hiring process and restricting the use of age limits in apprenticeships. The amended law takes effect on Sept. 28, 2025.

Background
Oregon’s anti-discrimination law prohibits employers from discriminating against an individual on the basis of certain protected characteristics, including age if the individual is 18 years of age or older.
Prohibited Age-related Inquiries

The amended law expands Oregon’s age-related discrimination protections during the hiring process. Specifically, the amendment prohibits employers from requesting or requiring disclosure of an applicant’s age or date of birth or when the applicant attended or graduated from any educational institution:

• Prior to completing an initial interview; or
• Prior to making a conditional employment offer, if there is no initial interview.

However, employers may make an otherwise prohibited inquiry where such information is required to affirm that the applicant meets a bona fide occupational qualification or to comply with a federal, state or local law.

No Age Limits for Apprenticeships
The amended law also removes a provision of the anti-discrimination law that allows apprenticeship programs to exclude applicants who could not complete the required apprenticeship training before attaining age 70.

Employer Takeaways
In light of the amendments, employers may consider reviewing current hiring practices, including online applications, screening methods and interview protocols, to ensure they do not make any prohibited age-related inquiries. Employers may also review apprenticeship program admission procedures to ensure they do not exclude applicants on the basis of age.