Oregon does not mandate E-Verify use by private employers and has no statewide statute requiring electronic employment eligibility verification beyond federal I-9 rules.
Oregon has not enacted a statute requiring private employers to use the federal E-Verify system, leaving participation voluntary except where federal contractors are bound by FAR E-Verify clauses. State agencies are not required by Oregon law to enroll in E-Verify, although individual agencies and contractors may opt in. ORS 659A.082 prohibits employment discrimination based on national origin, and ORS 659A.290 protects workers from retaliation related to immigration status disclosures. Oregon's Bureau of Labor and Industries enforces wage and antidiscrimination protections regardless of immigration status. Employers must still complete federal Form I-9 verification under federal law, and misuse of E-Verify to discriminate may trigger BOLI investigations.
Employers who misuse verification tools to discriminate face BOLI civil penalties, back pay liability, and potential damages under ORS chapter 659A.
See how Corvallis's e-verify mandates rules stack up against other locations.
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