Effective September 26, 2025, Oregon’s HB 3187 amends the state’s age discrimination law to prohibit employers, prospective employers, and employment agencies from requesting or requiring information related to an applicant’s age prior to an initial interview or, if no interview is conducted, prior to making a conditional offer of employment. Specifically, the amendment restricts inquiries about an applicant’s age, date of birth, and dates of attendance or graduation from educational institutions.
This new restriction is designed to help prevent age-based bias during early stages of the hiring process. Employers should review and revise job applications, screening tools, and interview procedures to ensure compliance. Exceptions apply only when age information is required to meet a bona fide occupational qualification (BFOQ) or is mandated by federal, state, or local law.
Next Steps for Employers
To prepare, employers should audit application forms and applicant tracking systems to remove any prohibited fields, delay background check processes until after the permitted point in the hiring timeline, and train hiring personnel to avoid asking date-related questions during screening or interviews.
