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Oregon businesses are preparing for significant changes in labor and employment laws set to take effect on July 1, 2026. The new laws, signed by Governor Kate Brown earlier this year, aim to enhance worker protections and provide more transparency in pay practices.One of the most notable changes is the Oregon Family Leave Act, which will now require employers with 25 or more employees to provide up to 12 weeks of paid family leave for eligible employees. This includes time off for the birth of a child, adoption, or to care for a seriously ill family member.In addition to expanded family leave benefits, the new laws also address pay equity. The Equal Pay Act has been bolstered to prohibit employers from screening job applicants based on their salary history. Employers will also be required to provide pay scale information for job positions upon request.Furthermore, the Oregon legislature has passed a bill that mandates employers with 50 or more employees to provide at least 40 hours of paid sick leave per year. This new law aims to ensure that workers can take time off when they or a family member are ill without fear of losing their income.Small business owners in Oregon are expressing mixed feelings about the upcoming changes. While many support the efforts to improve worker protections and promote pay equity, some are concerned about the financial impact of providing paid leave and sick days to their employees.Business owners are encouraged to familiarize themselves with the new laws and make any necessary adjustments to their policies and practices before the July 1st implementation date. Failure to comply with the new regulations could result in fines and legal consequences for employers.Overall, the changes in Oregon's business laws are aimed at creating a more fair and equitable work environment for employees across the state. As businesses adapt to the new regulations, the hope is that workers will feel more supported and valued in their roles.