Oregon Background Checks: A Complete Guide for 2025

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oregon background checks

Does your Oregon-based company have openings you need to fill?

Reviewing resumes and conducting interviews helps, but these steps are not always enough.

This is why it is essential to conduct pre-employment background checks during the hiring process.

In this guide, you’ll learn about state laws, guidelines for employers, and how to get accurate information on your potential employees.

What is a Typical Employment Background Check in Oregon?

While an individual’s criminal history is often what employers are most interested in, depending on how in-depth you want the search to go, background checks typically show the following:

1. Employment history

Employment verifications show all of the employers for which your candidates have worked. You will see their job titles and their employment dates at each company. Employment verifications allow you to ensure you hire trustworthy employees who have the qualifications and experience they need for their jobs.

2. Education history

When you ask iprospectcheck for education verifications, your pre-employment background screens will report every educational institution your applicants attended, when they attended, and any diplomas or degrees awarded.

This type of information can help to ensure you hire qualified candidates and prevent potential negligent hiring liability claims.

3. Criminal history

For applicants with criminal records, you will see the following types of information on your pre-employment background checks:

  • Type of offense
  • Date of offense
  • File date
  • Offense level – misdemeanor or felony
  • Disposition of the offense
  • Disposition date
  • Sentence information

4. Identity verification

Identity verification helps you to ensure you receive information for the right candidate. You will see whether a Social Security number is valid and whether the applicant’s provided information and birthdate match the provided SSN.

You will also see addresses associated with the Social Security number and other names that have been used such as maiden names.

5. National sex offender registry

A national sex offender registry search will reveal information if a candidate is registered as a sex offender in any state. If a candidate appears on the registry, you will see the offense of conviction and other relevant details, allowing you to make fully-informed hiring decisions.

Knowing this information will help you verify that the person you intend to hire is who they say they are and that they have the experience needed to perform the duties of the job well.

If you decide to take this step and run a background check on a potential employee, you’ll want to ensure you follow Oregon’s state and local laws regarding background checks.

Know Before You Hire

An Overview of Oregon’s Employment Background Check Laws

Federal Laws

Fair Credit Reporting Act

The leading federal consumer privacy law, the Fair Credit Reporting Act (FCRA) protects consumers’ privacy for the information consumer reporting agencies (CRAs) gather, retain, and disseminate.

Employment background check providers are classified as CRAs and are covered by this law.

The FCRA also applies to employers that partner with background check providers to conduct pre-employment investigations.

The FCRA restricts CRAs from reporting certain information for jobs with annual salaries less than $75,000 when it is older than seven years, including:

  • Arrests that didn’t lead to convictions
  • Debt collection accounts
  • Bankruptcies (Chapter 13 – seven years; Chapter 7 – 10 years)
  • Civil lawsuits
  • Civil judgments

The FCRA doesn’t restrict reporting convictions, employment history, education, professional license status, and other crucial background information.

Jobs with annual salaries above $75,000 do not carry seven-year restrictions on the reporting of the above-listed information, but state laws may apply.

Employers must adhere to the FCRA’s notice and consent rules before they conduct background checks.

They must notify candidates on a standalone form and obtain their signed consent.

When Oregon employers receive background check reports that include adverse information about a candidate, they must go through the adverse action process before making a final decision not to hire based on that information.

Fair Chance to Compete for Jobs Act

The Fair Chance to Compete for Jobs Act (FCA) was enacted in Dec. 2019 and applies to federal agencies and companies that seek federal contracts.

Federal agencies can’t contract with companies that violate the FCA’s requirements.

The FCA is a federal fair chance hiring law that prohibits federal agencies and federal contractors from asking about criminal history information or conducting criminal background checks before they make conditional employment offers.

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 is the preeminent anti-discrimination law. It prohibits discrimination in the workplace based on an applicant’s or employee’s protected characteristics during all aspects of the employment relationship, including hiring.

This law is enforced by the Equal Employment Opportunity Commission (EEOC), which has issued guidance for how employers should treat convictions they learn about from background checks.

If a background check reveals an applicant has a criminal conviction, you must weigh its details and nature against the job duties and workplace safety concerns.

You shouldn’t deny employment simply because an applicant has a conviction and should only do so if the offense substantially relates to the job’s duties or would threaten workplace safety.

State Laws

Proposed Uniform Legislation to Watch

In January 2025, the Oregon legislature introduced 2025 HB 2746. If passed, this law would make extensive changes to Oregon employment laws by establishing a single framework for fair-chance hiring, salary history bans, and pay transparency.

HB 2746 is designed to address employment barriers through a uniform law with proposed changes as noted below.

Pay Transparency Mandate

HB 2746 would mandate that all employers and employment agencies in Oregon, other than federal employers, disclose pay rate or pay range information, other compensation, and a benefits description in job advertisements and postings.

This would require employers to disclose pay and salary information in both internal and external job advertisements, including those associated with transfers or promotions.

Employers would be required to disclose pay and benefits information to all job applicants upon their request and before they discuss an offer, employees when they’re hired, promoted, or transferred, and annually.

The requirement would apply to any in-person or remote job that could be performed in Oregon, including those that include only a small component of work in the state.

The pay transparency mandate would be new to Oregon and is meant to reduce wage gaps for the following:

  • Women
  • People with disabilities
  • People of color
  • LGBTQ+ members

Salary History Restriction

While Oregon employers are already prohibited from asking applicants about their salary histories before making employment offers with specified salaries, HB 2746 would expand the state’s salary history ban to employment agencies.

Under this law, employers can’t ask about an applicant’s former salary, but they can ask about the compensation an applicant expects for the job.

If an applicant voluntarily discloses salary history information without being asked once an employer has made an offer, the employer can verify the information if the applicant provides written consent.

Fair Chance Hiring Expanded

HB 2746 would expand Oregon’s ban-the-box law, which prohibits employers from asking about applicants’ criminal histories before an initial interview or conditional employment offer.

Under HB 2746, the state’s ban-the-box law would be expanded to include employment agencies and recruiters in addition to regular employers.

The bill includes exceptions for law enforcement and criminal justice employers and companies that are required to perform criminal background checks under state or federal law.

While the legislature has not yet passed HB 2746, employers should still watch it because this bill could impact employers and employment agencies of all types, including those hiring for remote jobs or operating in multiple states.

If this bill is passed into law, you’ll need to review your job postings and update them as needed to disclose benefits and pay range information.

Companies, recruiters, and employment agencies should also exclude any questions about salary history from their interview guidelines and train HR about the ban on salary history inquiries.

Whether you’re a direct employer or employment agency, make sure to wait until after an interview or conditional employment offer to conduct criminal background checks.

Finally, your company would need to retain pay information for an individual’s employment duration plus two years after they leave.

Even if HB 2746 is enacted, local, more restrictive ordinances would continue to apply.

For example, Portland’s Fair Chance Ordinance, which requires individualized assessments and written notices when employers base adverse employment actions on criminal convictions, would still control even though HB 2746 doesn’t require them.

Salary History Inquiries Restricted

Under ORS 659A.357, Oregon employers can’t ask an applicant or employee for their salary history information or inquire about it from former employers.

They can obtain a candidate’s signed consent to obtain salary history information after making a conditional job offer that includes a compensation offer.

Pay Equity Law

According to ORS 652.220(1)(c), employers are prohibited from screening applicants or employees based on their compensation (current or former) to determine their suitability for a position.

Employee Social Media Account Privacy Law

Per ORS 659A.330, it is illegal for employers to do the following things:

  • Ask applicants or employees for access to their social media accounts, passwords, or login details or to ask or require them to establish social media accounts
  • Ask or require employees to allow them to advertise on their social media
  • Ask or require applicants or employees to add the employer to their contact lists
  • Ask an applicant or employee to open their social media in the employer’s presence
  • Take an adverse employment action based on an applicant’s or employee’s refusal to do any of the above-listed things

State Ban-the-Box Law

Oregon has a statewide ban-the-box law found at ORS 659A.360.

Employers may not exclude someone from an initial interview based on a conviction or inquire about criminal history information until the applicant or candidate has had a chance to be interviewed.

This law applies to public and private employers and prohibits them from asking about criminal history information until after the candidate has had an initial interview.

Employment Credit Check Ban

Under ORS 659A.320, most Oregon employers are prohibited from obtaining or asking for an applicant’s or employee’s credit history information.

Employers also can’t refuse to hire an applicant, retaliate, or take an adverse employment action against an employee based on information in their credit report.

However, this law includes exceptions for federally insured banks and credit unions, law enforcement officers, positions for which the information is substantially job-related, and employers who are required by state or federal law to consider credit information for employment purposes.

Local Laws

Multnomah County Ban-the-Box Law

Under Multnomah County Code § 5-20-030, public employers may only disqualify an applicant based on a criminal conviction after an interview or a conditional employment offer.

Portland Ban-the-Box Law

Portland has a city ban-the-box ordinance found at City Code 23.10.030.

This law applies to public and private employers and requires them to wait until after a conditional employment offer before investigating their applicants’ criminal backgrounds.

It also requires employers to individually assess a conviction about the job for which the applicant is under consideration.

Know Before You Hire

How to Get a Background Check in Oregon

1. Develop a Comprehensive Background Check Policy

Before implementing background checks in your hiring process, develop a comprehensive background check policy.

Your policy should explain the specific searches that will be performed for various positions, the process for notifying applicants, obtaining consent, and reviewing, handling, and communicating results.

It should comply with all relevant federal, state, and local laws.

2. Train HR Staff

Once you’ve written a background check policy, thoroughly train the HR staff who will be responsible for completing them.

Ensure they understand the applicable laws and the required processes to prevent potential liability risks.

3. Choose the Right Partner

The usefulness of your background checks depends on the provider you partner with.

Choose a background check company like iprospectcheck that is reliable, FCRA-compliant, and accurate.

We leverage our extensive access to reliable databases and advanced research methods to return background check reports to our clients that comply with all relevant laws, include accurate and current information, and are reliable.

4. Adhere to Notice and Consent Rules

The FCRA’s notice and consent rules require employers to provide a notice to applicants and employees that they conduct background checks on a separate form.

Once you have notified your applicants, you must secure their signed consent before you initiate a background check.

5. Wait to Conduct a Background Check

Wait until later in the hiring process to conduct a background check.

While Oregon’s state ban-the-box law requires you to wait until after an initial interview, Portland’s city code requires you to wait until you have made a conditional employment offer.

If your company is located in Portland, follow the city’s more restrictive law.

6. Evaluate and Communicate the Results

Once you receive background check results, review them carefully.

If everything looks good, communicate with the applicant and schedule their start and onboarding dates.

7. Individually Assess Conviction Records

If a background check reveals a candidate has a criminal conviction, you must assess it as it relates to the job’s duties and workplace safety before basing a decision not to hire them on that information.

8. Go Through the Adverse Action Process

If a candidate’s background check reveals negative information that makes you want to deny employment, the FCRA requires you to complete the following adverse action steps:

  • Send the candidate a pre-adverse action notice and enclose a copy of the report that contains the problematic information.
  • Give the candidate a reasonable time (five business days) to respond with evidence the information is wrong or that they have been rehabilitated.
  • Send a final adverse action letter and include a copy of their rights under the FCRA and state law if you ultimately decide against hiring them.

iprospectcheck: the Oregon Background Check Partner of Choice

Finding the right person to fill your open job position can be hard. Fortunately, the background check process doesn’t have to be.

When you partner with iprospectcheck to run your Oregon background check, you can be confident you and your candidate will receive high-quality customer service and you’ll get the detailed reports you need, all while following the state’s laws and staying compliant.

You deserve to know a candidate’s history before hiring them to work for your company, and iprospectcheck is here to help you with that.

Contact us today to learn more about our complete background check services and to schedule a free, no-obligation consultation.

DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.

FAQs

How Far Back Does a Background Check Go for Employment in Oregon?

The Fair Credit Reporting Act puts federal regulations on all states regarding how far back a background check can go. That regulation is seven years. According to the Fair Credit Reporting Act (FCRA), reports cannot include records of arrest for a crime which does not result in a conviction that is more than seven years old.

However, there are some exceptions to this general rule.

First, if an employer is hiring for an executive or management position, the report can go back further. The same goes for federal contractor positions. Secondly, the seven-year rule does not apply when a potential employee is set to make an annual salary greater than $75,000. In that case, a report can also surpass seven years.

When you go through Oregon’s Criminal Justice Information Services to obtain a criminal background check on someone, they do not go back seven years, so you may not receive all the information available regarding a candidate’s criminal past.

According to their website, you will only receive an Oregon record of conviction and arrest that is less than one year old. And if an individual has been acquitted or their case dismissed, you will not see the information at all.

For this reason, it’s much more beneficial to partner with a third-party employment screening provider like iprospectcheck to ensure you receive a complete report when screening a potential employee.

How Long Does a Background Check Take in Oregon?

The time it takes to obtain a background check report on your potential employee depends on the route you choose to take when running the report.

If you decide to gather the information on your own by submitting requests through various state department websites, it may take you longer to compile a full report on an individual.

For example, when you submit a request through Oregon’s Criminal Justice Information Services for a criminal background check, you have to wait 14 days before you can obtain the report.

This is another reason to partner with a third-party company like iprospectcheck. You will get the information you desire in the shortest amount of time. With iprospectcheck’s fast background check services, you won’t have to wait long before you have all the information you need to be confident in hiring your next employee.

County Resources

Baker County

Baker County lies along the eastern border of Oregon. It was founded in 1862 and named after a former senator killed in the U.S. Civil War. Baker City is the county seat.

Employers can benefit from the following resources in Baker County:

Benton County

Benton County is located in western Washington. It was founded in 1847 and named after former U.S. Senator Thomas Hart Benton. Benton County’s population is almost 97,000 people. Corvallis is the county seat.

Employers can benefit from the following resources in Benton County:

Clackamas County

Clackamas County is located in northwestern Oregon. It was founded in 1843 and named after the Clackamas tribe. The county’s population is more than 423,000 people. Oregon City is the county seat.

Employers can benefit from the following resources in Clackamas County:

Clatsop County

Clatsop County is located in the northwestern corner of Oregon on the state’s border. It was founded in 184 and named after the Clatsop tribe. The county has a population of almost 42,000 people. Astoria is the county seat.

Employers can benefit from the following resources in Clatsop County:

Columbia County

Columbia County is located in far northwestern Oregon along the state’s border. It was founded in 1854 and named after the Columbia River. The county’s population is almost 54,000 people. Saint Helens is the county seat.

Employers can benefit from the following resources in Columbia County:

Coos County

Coos County is located on the state’s border in southwestern Washington. The county’s population is almost 65,000 people. It was founded in 1853 and named after the Coos Tribe. Coquille is the county seat.

Employers can benefit from the following resources in Coos County:

Crook County

Crook County is located in central Oregon. It was founded in 1882 and named after George Crook, who served as an officer in the Civil War. Crook County has a population of slightly more than 26,000 people. Prineville is the county seat.

Employers can benefit from the following resources in Crook County:

Curry County

Curry County is located in the southwestern corner of Oregon on the state’s border. It was founded in 1855 and named after a former governor of the Oregon Territory. The county has a population of almost 24,000 people. Gold Beach is the county seat.

Employers can benefit from the following resources in Curry County:

Deschutes County

Deschutes County is located in central Oregon. It was founded in 1916 and named after the Deschutes River. The county has a population of almost 207,000 people. Bend is the county seat.

Employers can benefit from the following resources in Deschutes County:

Douglas County

Douglas County is located in southwestern Oregon. It was founded in 1852 and named after former U.S. Senator Stephen Douglas. The county’s population is almost 113,000 people. Roseburg is the county seat.

Employers can benefit from the following resources in Douglas County:

Gilliam County

Gilliam County is located on the northern border of Oregon. It was founded in 1885 and named after Cornelius Gilliam, a pioneer who was important to Oregon’s early history. The county’s population is just over 2,000 people. Condon is the county seat.

Employers can benefit from the following resources in Gilliam County:

Grant County

Grant County is located in east-central Oregon. It was founded in 1864 and named after Ulysses S. Grant. The population is slightly more than 7,200 people. Canyon City is the county seat.

Employers can benefit from the following resources in Grant County:

Harney County

Harney County is located in south-central Oregon and touches the state’s border. It was founded in 1889 and named after a cavalry officer who was involved in the Pig War. The county’s population is slightly more than 7,500 people. Burns is the county seat.

Employers can benefit from the following resources in Harney County:

Hood River County

Hood River County is located on Oregon’s northern border. It was founded in 1908 and named after the Hood River. The population is slightly over 24,000 people. Hood River is the county seat.

Employers can benefit from the following resources in Hood River County:

Jackson County

Jackson County on Oregon’s southern border. It was founded in 1852 and named after Andrew Jackson. The county’s population is slightly more than 221,000 people. Medford is the county seat.

Employers can benefit from the following resources in Jackson County:

Jefferson County

Jefferson County is located in central Oregon. It was founded in 1914 and named after Mount Jefferson. The county’s population is slightly more than 25,300 people. Madras is the county seat.

Employers can benefit from the following resources in Jefferson County:

Josephine County

Josephine County lies along the southern border of Oregon. It was founded in 1856 and named after a female settler. The county’s population is slightly more than 87,000 people. Grants Pass is the county seat.

Employers can benefit from the following resources in Josephine County:

Klamath County

Klamath County is located in southern Oregon and touches the state’s border. It was founded in 1882 and named after the Klamath Tribe. The county’s population is slightly over 70,200 people. Klamath Falls is the county seat.

Employers can benefit from the following resources in Klamath County:

Lake County

Lake County is located on the southern border of Oregon and extends into the central portion of the state. It was founded in 1884 and named after the county’s many lakes and hot springs. Lake County’s population is just under 8,400 people. Lakeview is the county seat.

Employers can benefit from the following resources in Lake County:

Lane County

Lane County lies along the Oregon’s western border. It was founded in 1852 and named after the Oregon Territory’s first governor. The county’s population is more than 382,000 people. Eugene is the county seat.

Employers can benefit from the following resources in Lane County:

Lincoln County

Lincoln County is located on Oregon’s western border. It was founded in 1893 and named after Abraham Lincoln. The county’s population is a little more than 51,000 people. Newport is the county seat.

Employers can benefit from the following resources in Lincoln County:

Linn County

Linn County lies along the eastern border of Oregon. It was founded in 1847 and named after a former U.S. senator. The county has a population of slightly more than 130,000 people. Albany is the county seat.

Employers can benefit from the following resources in Linn County:

Malheur County

Malheur County lies along the eastern border of Oregon. It was founded in 1887 and named after the Malheur River. The county’s population is almost 32,000 people. Vale is the county seat.

Employers can benefit from the following resources in Malheur County:

Marion County

Marion County is located in northwestern Oregon. It was founded in 1843 and named after a former general in the U.S. Revolutionary War. The county’s population is almost 348,000 people. Salem is the county seat.

Employers can benefit from the following resources in Marion County:

Morrow County

Morrow County is located on Oregon’s northern border. It was founded in 1885 and named after a former state representative. The county has a population of slightly more than 12,000 people. Heppner is the county seat.

Employers can benefit from the following resources in Morrow County:

Multnomah County

Multnomah County lies along the northern border of Oregon. It was founded in 1854 and named for a Native American village. The county has a population of nearly 796,000 people. Portland is the county seat.

Employers can benefit from the following resources in Multnomah County:

Polk County

Polk County is located in western Oregon. It was founded in 1845 and named after James Polk. The county’s population is slightly more than 89,600 people. Dallas is the county seat.

Employers can benefit from the following resources in Polk County:

Sherman County

Sherman County is located in northern Oregon along the state’s border. It was founded in 1889 and named after Civil War General William Sherman. The county has a population of slightly less than 2,000 people. Moro is the county seat.

Employers can benefit from the following resources in Sherman County:

Tillamook County

Tillamook County is located in northwestern Oregon along the state’s border. It was founded in 1853 and named after the Tillamook Tribe. The county has a population of slightly less than 25,600 people. Tillamook is the county seat.

Employers can benefit from the following resources in Tillamook County:

Umatilla County

Umatilla County is located along Oregon’s northern border. It was founded in 1862 and named after the Umatilla River. The population is slightly more than 80,200 people. Pendleton is the county seat.

Employers can benefit from the following resources in Umatilla County:

Union County

Union County is located in northeastern Oregon. It was founded in 1864 and named after the town of Union. The county’s population is slightly more than 26,000 people. La Grande is the county seat.

Employers can benefit from the following resources in Union County:

Wallowa County

Wallowa County is located in the northeastern corner of Oregon. It was founded in 1887 and named for a Nez Perce word meaning “tripod”. The county’s population is just over 7,600 people. Enterprise is the county seat.

Employers can benefit from the following resources in Wallowa County:

Wasco County

Wasco County is located in northern Oregon. It was founded in 1854 and named after the Wasco Tribe. The county’s population is slightly more than 26,500 people. The Dalles is the county seat.

Employers can benefit from the following resources in Wasco County:

Washington County

Washington County is located in northwestern Oregon. It was founded in 1843 and named after George Washington. The county has a population of more than 600,000 people. Hillsboro is the county seat.

Employers can benefit from the following resources in Washington County:

Wheeler County

Wheeler County is located in central Oregon. It was founded in 1899 and named after Henry Wheeler, a mail stage line operator. The county’s population is slightly more than 1,400 people. Fossil is the county seat.

Employers can benefit from the following resources in Wheeler County:

Yamhill County

Yamhill County is located in northwestern Oregon. It was founded in 1843 and named after members of a native tribe who lived along the Yamhill River. The county’s population is slightly more than 108,000 people. McMinnville is the county seat.

Employers can benefit from the following resources in Yamhill County:

Know Before You Hire

About the Author
matthew rodgers

Matthew J. Rodgers

Matthew J. Rodgers is a highly accomplished business executive with over 30 years of experience providing strategic vision and leadership to companies ranging from the fortune 500 to iprospectcheck, a company which he co-founded over a decade ago. Matthew is a valued consultant who is dedicated to helping companies create and implement efficient, cost effective and compliant employment screening programs. Matt has been a member of the Professional Background Screeners Association since 2009 . When not focused on iprospectcheck, he can be found spending time with his family, fly fishing, or occasionally running the wild rivers of the American west. A lifetime member of American Whitewater, Matt is passionate about protecting and restoring America’s whitewater rivers.