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OregonSB 15182026 Regular SessionSenateWALLET

Relating to worker protections.

Sponsored By: Sponsor information unavailable

Became Law

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Bill Overview

Analyzed Economic Effects

3 provisions identified: 3 benefits, 0 costs, 0 mixed.

Overtime, rest, and leave for domestic workers

The law requires overtime pay at 1.5x your hourly rate after 40 hours in a week, or after 44 hours if you live in the employer’s home. You must get at least 24 hours off in a row each week. If you agree to work on your day of rest, those hours are paid at the overtime rate. Live-in workers must get at least eight straight hours of rest every 24 hours and a place to sleep without interruption. Live-in workers can cook their own food, with reasonable limits for health or religious needs of the household. If you averaged at least 30 hours per week last year, you get at least three paid personal leave days. The Bureau of Labor and Industries will set rules on how to count overtime during travel and medical emergencies.

Harassment and retaliation banned for home workers

Your employer cannot ask to hold your passport. Sexual harassment is banned, including unwelcome sexual advances or demands that affect your job. Harassment based on gender, race, religion, disability, sexual orientation, gender identity, or national origin is also banned. Your employer cannot fire you, refuse to hire you, or punish you for asking about these rights or filing a complaint with the Bureau of Labor and Industries.

Who counts as a domestic worker

The law defines a domestic worker as someone who works in another person’s home doing child care, housekeeping, or other domestic services, and is not paid with public funds. It lists who is not covered, such as the employer’s spouse or parent, the employer’s child under 26, students, children under 14, casual babysitters or casual labor, certain licensed-organization employees, independent contractors, some companionship workers unless hired by a third party, house sitters, and people paid only in-kind. This definition decides who gets the protections in this law.

Sponsors & Cosponsors

Sponsors

There is no primary sponsor on record.

Cosponsors

There are no cosponsors for this bill.

Roll Call Votes

All Roll Calls

Yes: 72 • No: 9

House vote • 2/20/2026

Third reading. Carried by Rieke Smith. Passed.

Yes: 34 • No: 6

House vote • 2/18/2026

Labor and Workforce Development: Heard and Reported Out

Yes: 7 • No: 0

Senate vote • 2/10/2026

Third reading. Carried by Taylor. Passed.

Yes: 26 • No: 3

Senate vote • 2/4/2026

Labor and Business: Heard and Reported Out

Yes: 5 • No: 0

Actions Timeline

  1. Effective date, January 1, 2027.

    3/4/2026Senate

  2. Chapter 2, 2026 Laws.

    3/4/2026Senate

  3. Governor signed.

    3/3/2026Senate

  4. Speaker signed.

    2/23/2026House

  5. President signed.

    2/23/2026Senate

  6. Third reading. Carried by Rieke Smith. Passed.

    2/20/2026House

  7. Second reading.

    2/19/2026House

  8. Recommendation: Do pass.

    2/19/2026House

  9. Public Hearing and Work Session held.

    2/18/2026House

  10. Referred to Labor and Workforce Development.

    2/11/2026House

  11. First reading. Referred to Speaker's desk.

    2/10/2026House

  12. Third reading. Carried by Taylor. Passed.

    2/10/2026Senate

  13. Second reading.

    2/9/2026Senate

  14. Recommendation: Do pass with amendments. (Printed A-Eng.)

    2/6/2026Senate

  15. Public Hearing and Work Session held.

    2/4/2026Senate

  16. Informational Meeting held.

    2/2/2026Senate

  17. Referred to Labor and Business.

    2/2/2026Senate

  18. Introduction and first reading. Referred to President's desk.

    2/2/2026Senate

Bill Text

  • Enrolled

    2/20/2026

    PDF

  • A-Engrossed

    2/6/2026

    PDF

  • Senate Amendments to Introduced

    2/6/2026

    PDF

  • SLB Amendment -1 (Adopted)

    2/4/2026

    PDF

  • SLB Amendment -1 (Proposed)

    2/2/2026

    PDF

  • Introduced

    1/28/2026

    PDF

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