Oregon law limits immigration evidence and bars certain employer actions

Courts generally may not use evidence of a party’s or witness’s immigration status in a civil case. This rule covers evidence about a party’s or witness’s immigration status in a civil case. A court may allow the evidence if immigration status is essential to prove a claim or support a request for relief. After a future-wage award, a final removal order may be offered only to calculate damages. After reinstatement is awarded, work-authorization information may be offered. A party offering this evidence must file a confidential written motion. The court must hold a private hearing and let the parties attend and be heard before deciding whether to allow it. The law took effect June 5, 2026.

An employer may not take adverse action against an employee because the employee updates or tries to update personal information based on a lawful change in federal work-authorization documents. The rule covers employees who update or try to update personal information based on a lawful change in their federal employment-authorization documents. An employer may take steps needed to comply with federal work-authorization checks. An employer does not violate this rule solely because an independent benefit administrator takes adverse action in response to the information or work-authorization change. The law took effect June 5, 2026.

The law defines profiling to include targeting someone based solely on immigration status or certain other personal traits. The definitions apply to the law enforcement agencies and officers covered by the cited Oregon laws. The definition excludes action based on a suspect description or information about an identified or suspected violation of law. The law took effect June 5, 2026.