Oregon Employment Law Attorney Tag Archives

Confidentiality and Non-Disparagement Restrictions Under the Oregon Workplace Fairness Act

March 20, 2026 | Jackie Ford

Under the Oregon Workforce Fairness Act (OWFA), employers are generally prohibited from entering into agreements with employees that include either a confidentiality provision or a non-disparagement provision. The law aims to empower employees to speak out about discrimination and sexual assault, which the legislature has recognized as being in the public interest. Therefore, employers should avoid including these prohibited provisions in their agreements. Contact the Portland office of Structure Law Group, LLP, for help with understanding your obligations under the law. An Oregon employment law attorney can discuss any potential lawsuits, and our firm can provide confidential advice, and draft settlement or other agreements for use with employees.

Broad Prohibition on These Restrictions

The law does not ban all confidentiality or non-disparagement agreements. Instead, it limits these agreements when they relate to discrimination or sexual assault. A confidentiality agreement cannot stop an employee from discussing or revealing any conduct that counts as discrimination, including sexual assault, whether it happens between employees or between an employee and employer.

Differences Between Defending Claims with BOLI and the Circuit Courts

February 20, 2026 | Jackie Ford

Employers who are sued by an employee might end up either defending themselves in an administrative action before the Bureau of Labor & Industries (BOLI) or in Oregon circuit courts. The objective is the same: you’ll want to present the facts in the light most favorable to the employer.

However, defending a case before BOLI differs in important ways from litigating in Oregon courts. To discuss your situation with an Oregon business litigation attorney, contact Structure Law Group, LLP. We work to protect our clients’ reputations and enforce their rights in any forum.

What Is BOLI?

New Oregon Employment Laws in 2026

January 23, 2026 | Jackie Ford

The Oregon Legislature has enacted several new labor and employment laws taking effect in 2026. Employers should stay alert to ensure ongoing compliance with these changes. Below is an overview of some of the most significant new employment laws and how they may impact businesses. Because these laws can create potential liability for employers, Structure Law Group’s Portland, Oregon employment lawyers are available to advise businesses, answer questions, and provide guidance if your company wants to stay compliant or is facing employment-related disputes or litigation.

Wage Transparency Law: SB 906

In May, Oregon enacted SB 906, a payroll transparency law that takes effect on January 1, 2026. Under this law, employers must provide new hires with clear, written information explaining how compensation is calculated, what deductions may apply, and how to interpret their paystubs.