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Oregon Employment Law: Your Complete Guide to Worker Rights (2025)

Oregon has some of the most employee-friendly laws in the United States. From paid leave and strong discrimination protections to mandatory breaks and ban-the-box hiring laws, Oregon workers enjoy robust legal protections. However, Oregon is still an at-will employment state, meaning employers can fire you for most reasons—with important exceptions.

This guide covers all major areas of Oregon employment law, helping you understand your rights as a worker.

Oregon Employment Law Overview

Key Facts:

  • At-will employment state: Employers can fire you for most reasons (with important exceptions)
  • Oregon Paid Leave: Up to 12 weeks paid family/medical leave (started September 2023)
  • Strong discrimination protections: Oregon law covers employers with 1+ employees
  • Mandatory breaks: Meal breaks and rest breaks required
  • Equal Pay Act: Prohibits pay discrimination based on protected class
  • Ban-the-box: Can’t ask about criminal history on initial applications
  • Minimum wage: $14.20/hour standard (higher in Portland metro: $15.45)

Major Areas of Oregon Employment Law

Wrongful Termination in Oregon

Oregon follows at-will employment, but you cannot be fired for illegal reasons.

Protected from termination for:

  • Discrimination based on protected characteristics
  • Retaliation for filing workers’ compensation
  • Retaliation for taking Oregon Paid Leave or OFLA leave
  • Refusing to break the law
  • Taking FMLA leave (if eligible)
  • Jury duty, voting, or political activities
  • Using sick time
  • Whistleblowing about illegal activity

Learn more:

Workplace Discrimination in Oregon

Oregon has comprehensive anti-discrimination protections.

Protected characteristics:

  • Race, color, national origin
  • Sex, gender identity
  • Sexual orientation
  • Religion
  • Age (18+ under Oregon law; 40+ under federal law)
  • Disability (mental or physical)
  • Marital status
  • Expunged juvenile record
  • Whistleblower status
  • Military or veteran status

Coverage: Oregon law applies to employers with 1 or more employees (broader than federal law)

Key topics:

  • Filing with Oregon Bureau of Labor and Industries (BOLI)
  • BOLI vs. EEOC complaints
  • 1-year BOLI deadline (shorter than most states)
  • Proving discrimination

Wages and Hours in Oregon

Oregon has strong wage and hour protections.

Key wage laws:

  • Minimum wage (2025):
    • Portland Metro: $15.45/hour
    • Standard counties: $14.20/hour
    • Non-urban counties: $13.20/hour
  • Overtime: 1.5x for hours over 40/week (federal FLSA)
  • Final paycheck:
    • Fired: End of next business day
    • Quit without notice: Within 5 days or next payday
    • Quit with 48+ hours notice: Last day of work
  • Meal breaks: Required 30-minute unpaid break for shifts 6+ hours
  • Rest breaks: Required paid 10-minute break per 4 hours worked

Oregon Equal Pay Act:

  • Prohibits pay discrimination based on protected class (not just sex)
  • Cannot ask about salary history
  • Retaliation for discussing wages is illegal

Sexual Harassment in Oregon

Sexual harassment is illegal under federal and Oregon law.

Types of harassment:

  1. Quid pro quo: Job benefits exchanged for sexual favors
  2. Hostile work environment: Severe or pervasive unwelcome sexual conduct

Oregon protections:

  • Applies to employers with 1+ employees (Oregon law)
  • Third-party harassment covered
  • Same-sex harassment illegal
  • Mandatory training requirements for some employers

Filing deadline: 1 year with BOLI, 300 days with EEOC

Workplace Retaliation in Oregon

Oregon law prohibits retaliation for exercising legal rights.

Protected activities:

  • Filing workers’ compensation claim
  • Taking Oregon Paid Leave, OFLA, or FMLA leave
  • Reporting discrimination or harassment
  • Reporting wage violations
  • Discussing wages with coworkers
  • Requesting sick time
  • Requesting reasonable accommodations
  • Whistleblowing about illegal activity
  • Reporting child abuse (mandatory reporters)
  • Jury duty, voting, political activities

Retaliation includes: Firing, demotion, pay cuts, hostile treatment, schedule manipulation

Leave Laws in Oregon

Oregon has comprehensive paid and unpaid leave protections.

Oregon Paid Leave (effective September 2023):

  • Duration: Up to 12 weeks (14 weeks pregnancy complications, 16 weeks combined)
  • Wage replacement: Up to 100% for low earners (capped)
  • Coverage: Employers with 1+ employees
  • Reasons: Serious health condition, family care, bonding with newborn/adopted child, safe leave
  • Job protection: Cannot be fired for taking leave

Oregon Family Leave Act (OFLA):

  • Duration: Up to 12 weeks unpaid
  • Coverage: Employers with 25+ employees (broader than FMLA’s 50+)
  • Reasons: Serious health condition, pregnancy, bonding, sick child care, military family leave

Federal FMLA:

  • Employers with 50+ employees
  • Up to 12 weeks unpaid leave
  • Similar protections as OFLA

Oregon Paid Sick Time:

  • 1 hour of sick time per 30 hours worked (or 40 hours/year minimum)
  • Can use for own illness, family member illness, public health emergency

Other leave:

  • Jury duty (protected)
  • Voting leave (protected)
  • Crime victim leave
  • Military leave (USERRA)

Employment Contracts in Oregon

Most Oregon employees work at-will, but certain agreements affect your rights.

Common agreements:

  • Non-compete agreements: Must be reasonable (limited time, geography, scope); restrictions for low-wage workers
  • Non-solicitation agreements: Can’t solicit clients or employees
  • Confidentiality agreements: Protect trade secrets
  • Severance agreements: Payment for releasing claims
  • Arbitration agreements: Disputes resolved through arbitration

Oregon restrictions:

  • Non-competes for hourly workers earning less than median income may be unenforceable
  • NDAs cannot prevent reporting illegal conduct

Filing Employment Law Complaints in Oregon

Oregon Bureau of Labor and Industries (BOLI) – Civil Rights Division

For: Discrimination, harassment, retaliation
Deadline: 1 year from violation
Contact: 971-673-0761 | oregon.gov/boli

Oregon Bureau of Labor and Industries (BOLI) – Wage and Hour Division

For: Unpaid wages, overtime violations, final paycheck issues
Deadline: 2 years (3 years if willful)
Contact: 971-673-0761 | oregon.gov/boli

Oregon Employment Department – Paid Leave Oregon Division

For: Oregon Paid Leave violations
Deadline: 1 year
Contact: 833-854-0166 | paidleave.oregon.gov

Workers’ Compensation Division

For: Workers’ comp retaliation
Contact: 503-947-7814 | oregon.gov/dcbs/wc

EEOC (Equal Employment Opportunity Commission)

For: Federal discrimination claims
Deadline: 300 days
Contact: 1-800-669-4000 | eeoc.gov

Oregon vs. Federal Employment Law

Oregon often provides stronger protections than federal law:

Issue Oregon Federal Law
Minimum Wage $14.20-$15.45/hour (2025) $7.25/hour (FLSA)
Overtime 1.5x over 40/week 1.5x over 40/week
Paid Family Leave Yes – Oregon Paid Leave (12 weeks paid) No (FMLA is unpaid)
Discrimination Coverage 1+ employees (Oregon law) 15+ employees (Title VII)
Age Discrimination 18+ (state law) 40+ (federal ADEA)
Meal Breaks Required (30 min for 6+ hours) Not required
Rest Breaks Required (10 min per 4 hours) Not required
Sick Leave Required (1 hour per 30 hours worked) Not required
Final Paycheck Next business day (if fired) No federal requirement
Criminal History Ban-the-box (can’t ask initially) No federal restriction

Key takeaway: Oregon workers have stronger protections than most U.S. workers.

Common Oregon Employment Law Questions

When must I receive my final paycheck in Oregon?

  • Fired (involuntary): End of next business day (excluding weekends/holidays)
  • Quit without notice: Within 5 business days or next payday, whichever is first
  • Quit with 48+ hours notice: Last day of work

How long do I have to file a discrimination claim in Oregon?

You have 1 year to file with Oregon BOLI—shorter than many states. You have 300 days to file with the EEOC for federal claims.

Can I be fired for using marijuana in Oregon?

Oregon law protects job applicants from discrimination based on off-duty marijuana use, but:

  • Current employees can be fired for marijuana use or positive drug tests
  • Employers can prohibit marijuana use entirely
  • You cannot be impaired at work

Does Oregon require paid sick leave?

Yes. Oregon requires employers to provide at least 1 hour of sick time for every 30 hours worked (minimum 40 hours per year). Additionally, Oregon Paid Leave provides paid family/medical leave.

What is Oregon Paid Leave?

Oregon Paid Leave provides up to 12 weeks of paid leave (14 weeks for pregnancy complications) starting September 2023. It covers serious health conditions, family care, bonding with a new child, and safe leave. Funded by payroll tax, it provides up to 100% wage replacement for low earners.

Can employers ask about criminal history in Oregon?

No. Oregon’s “ban-the-box” law prohibits employers from asking about criminal history on initial job applications or conducting background checks until after making a conditional job offer.

Resources for Oregon Workers

Legal Assistance

Legal Aid Services of Oregon

  • Free legal help for low-income workers
  • Phone: 503-224-4086
  • Website: lasoregon.org

Oregon State Bar – Lawyer Referral Service

  • Find an employment attorney
  • Phone: 503-684-3763
  • Website: osbar.org

Government Resources

Oregon Bureau of Labor and Industries (BOLI)

Oregon Employment Department – Paid Leave Oregon

Workers’ Compensation Division

Related Topics

Need help with an employment law issue in Oregon? Get a free, confidential consultation from an employment law expert. Oregon has a 1-year BOLI filing deadline—don’t wait.

Disclaimer: The information on this page is for general informational purposes only and does not constitute legal advice. Employment laws vary by state and change frequently. For advice specific to your situation, consult a licensed employment attorney in Oregon. Employment Law Aid is not a law firm and does not provide legal representation.