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Oregon Child Labor Civil Penalties to Increase

22 May

Update Applicable to:Effective date
All covered employersJune 6, 2024

What happened?

On March 7, 2024, Governor Kotek signed HB 4004, which increases civil penalties imposed against a person who violates child labor laws.

What are the details?

Key Bites

  • The purpose is to strengthen child labor laws in Oregon.
  • It raises the maximum civil penalty for violations from $1,000 to $10,000.
  • It allows the Bureau of Labor and Industries to impose penalties even if the violator has already paid a penalty to the U.S. Department of Labor for the same violation.
  • Removes the requirement for the commissioner to refund any previously assessed penalties in such cases.

Business Considerations

  • Employers should update their child labor policies and practices to be compliant with the law. This includes the Handbook.

Source References


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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