The law defines work of comparable character as 'work that requires substantially similar knowledge, skill, effort, responsibility and working conditions in the performance of work, regardless of job description or job title.' Protected classes are not always self-evident or self-reported. Protected classes under the law include race, color, religion, sex, sexual orientation, gender identity, national origin, marital status, veteran status, disability or age.

Performing an equal pay analysis to evaluate whether wage disparities are lawful can be a difficult task. The expiration of the amendments will create a legal hurdle to employers' efforts to address the Great Resignation and a competitive hiring market in many fields, including law enforcement and healthcare. Public and private Oregon employers will soon be required to evaluate the payment of hiring and retention bonuses under the law. Oregon's Equal Pay Act prohibits employers from discriminating between employees on the basis of a protected class in the payment of wages or other compensation for 'work of comparable character.' According to the law, differences in pay for work of a comparable character must be based on certain bona fide factors. 28, amendments to Oregon's Equal Pay Act excluding hiring and retention bonuses from the definition of compensation are set to expire.

Pay act