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March 2022: Oregon Lifts Mask Mandate for Indoor and Public Settings

15 Mar


Update Applicable to:
All employers in the state of Oregon

What happened?
On February 28, 2022, Governor Brown announced that, in concert with the governors of California and Washington, indoor mask requirements will be lifted on March 11, 2022.

What are the details?
Effective March 11, 2022, individuals will no longer be required to wear masks in indoor and public settings.

People may continue to wear masks in public settings however, and health officials strongly recommend people who are at high risk for severe disease continue to wear masks in public places.

On February 22, 2022, The Oregon Health Authority announced that masks will continue to remain mandatory in healthcare settings.

What do employers need to do?
Employers should review the links provided above and continue to do their best to ensure the safety of their employees and guests.

Employers are encouraged to reach out to local health departments in case of any specific city/county mandates in place.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Oregon PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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