Question 1

What is the minimum wage in Oregon?

Accepted Answer

Depends on where you work. From July 1, 2026 through June 30, 2027: $16.80 per hour inside the Portland metro urban growth boundary; $15.55 standard rate (Benton, Clatsop, Columbia, Deschutes, Hood River, Jackson, Josephine, Lane, Lincoln, Linn, Marion, Polk, Tillamook, Wasco, Yamhill, and parts of Clackamas, Multnomah and Washington outside the Portland boundary); $14.55 in non-urban counties (Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klamath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa and Wheeler). Workers are generally paid the rate for the county where they work at least half their hours. The same minimum applies to minors, and there is no training wage.

Question 2

What is the tipped minimum wage in Oregon?

Accepted Answer

No tip credit. Tipped workers must be paid the full Oregon minimum wage for their area, and tips are extra.

Question 3

What are the overtime rules in Oregon?

Accepted Answer

Time and one-half for hours over 40 in a workweek. In mills, factories and other manufacturing establishments, workers generally may not work more than 10 hours a day or 55 hours a week (up to 60 with written consent); daily overtime hours there are paid at time and one-half, and the employer pays the greater of daily or weekly overtime. Sawmills, planing mills, shingle mills and logging camps have an 8-hour-day, 48-hour-week limit.

Question 4

Are breaks required by law in Oregon?

Accepted Answer

Meal break: at least 30 minutes, unpaid and free of all duties, for non-exempt employees who work 6 or more hours (taken in a set window in the middle of the shift); a second meal period is required for shifts of 14 hours or more. If the employee must work during the meal, the whole period is paid. Rest break: a paid 10-minute break for every 4 hours worked or major part of 4 hours, taken near the middle of each segment, separate from the meal break. Limited exceptions apply (for example, undue hardship with notice, and voluntary meal waivers by tipped food and beverage servers 18 and older).

Question 5

When do I get my final paycheck if I'm fired in Oregon?

Accepted Answer

By the end of the next business day after being fired or laid off (also by the next business day when employer and worker mutually agree to end the job). Late final pay can trigger a penalty wage of 8 hours of pay per day for up to 30 days.

Question 6

When do I get my final paycheck if I quit in Oregon?

Accepted Answer

With at least 48 hours' notice (not counting weekends and holidays): on the last day of work, or the next business day if the last day is a weekend or holiday. With less than 48 hours' notice: within five business days or on the next regular payday, whichever comes first.

Question 7

Does an employer have to pay out unused PTO in Oregon?

Accepted Answer

Not required by law. Vacation pay is a benefit the employer may choose to offer, but the employer must follow its own established policy or agreement on paying out accrued vacation at separation.

Question 8

How often must employees be paid in Oregon?

Accepted Answer

Employers must set a regular payday. Paydays may be no more than 35 days apart (or 35 days from the start of work). Paychecks may not be held back as discipline or to force the return of company property.

Question 9

Do employers have to give pay stubs in Oregon?

Accepted Answer

Required on every payday. The written statement must show the pay date, dates of work covered, employee name, employer name, business registry number, address and phone, rate(s) of pay, pay basis (hourly, salary, piece, etc.), gross and net wages, each deduction and its purpose, allowances claimed toward minimum wage, and (for non-exempt workers) regular and overtime hours and rates. An electronic statement is allowed only if the employee agrees and can print or store it.

Question 10

Is paid sick leave required in Oregon?

Accepted Answer

Yes. Workers earn at least 1 hour of sick time for every 30 hours worked, and employers may cap use at 40 hours a year (or front-load 40 hours). Sick time must be paid at the regular wage if the employer has 10 or more Oregon employees (6 or more if it has a location in Portland); smaller employers must provide it unpaid. Use can be delayed until the 90th day of work.

Question 11

Is it illegal to fire someone for reporting a violation in Oregon?

Accepted Answer

Employers may not fire, demote, suspend or otherwise retaliate against an employee for reporting in good faith information the employee believes is evidence of a violation of state or federal law, rule or regulation. Complaints can be filed with BOLI.

Question 12

Where do I file a job discrimination complaint in Oregon?

Accepted Answer

Bureau of Labor and Industries (BOLI), Civil Rights Division. Oregon's main discrimination law covers employers with one or more employees; the disability rules cover employers with six or more. Complaints of employment discrimination under ORS 659A.030, 659A.082 or 659A.112 can be filed up to five years after the event; most other complaints must be filed within one year.

Question 13

Are non-compete agreements enforceable in Oregon?

Accepted Answer

Strictly limited. A non-compete is void unless: the employer gave written notice in an offer at least two weeks before the job started (or it was signed upon a real promotion); the employee is a salaried exempt worker; the employer has a protectable interest such as trade secrets; the employer gives a signed copy within 30 days after the job ends; and the employee's annual salary and commissions at termination exceed an inflation-adjusted threshold (base $100,533). It may last no more than 12 months. Customer and employee non-solicitation agreements are not covered by these limits.

Question 14

How do I apply for unemployment in Oregon?

Accepted Answer

The Oregon Employment Department handles unemployment insurance. Apply online through Frances Online, or by phone at 1-877-345-3484 (1-877-File-4-UI), then file weekly claims.

Minimum wage	Depends on where you work. From July 1, 2026 through June 30, 2027: $16.80 per hour inside the Portland metro urban growth boundary; $15.55 standard rate (Benton, Clatsop, Columbia, Deschutes, Hood River, Jackson, Josephine, Lane, Lincoln, Linn, Marion, Polk, Tillamook, Wasco, Yamhill, and parts of Clackamas, Multnomah and Washington outside the Portland boundary); $14.55 in non-urban counties (Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klamath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa and Wheeler). Workers are generally paid the rate for the county where they work at least half their hours. The same minimum applies to minors, and there is no training wage. Rates are adjusted for inflation every July 1. The July 1, 2027 rates had not been announced as of this update. Source: ORS 653.025
Tipped minimum wage	No tip credit. Tipped workers must be paid the full Oregon minimum wage for their area, and tips are extra. Source: ORS 653.035
Overtime	Time and one-half for hours over 40 in a workweek. In mills, factories and other manufacturing establishments, workers generally may not work more than 10 hours a day or 55 hours a week (up to 60 with written consent); daily overtime hours there are paid at time and one-half, and the employer pays the greater of daily or weekly overtime. Sawmills, planing mills, shingle mills and logging camps have an 8-hour-day, 48-hour-week limit. Source: ORS 653.261; ORS 652.020
How often you must be paid	Employers must set a regular payday. Paydays may be no more than 35 days apart (or 35 days from the start of work). Paychecks may not be held back as discipline or to force the return of company property. Source: ORS 652.120
Pay stubs	Required on every payday. The written statement must show the pay date, dates of work covered, employee name, employer name, business registry number, address and phone, rate(s) of pay, pay basis (hourly, salary, piece, etc.), gross and net wages, each deduction and its purpose, allowances claimed toward minimum wage, and (for non-exempt workers) regular and overtime hours and rates. An electronic statement is allowed only if the employee agrees and can print or store it. Source: ORS 652.610

Final paycheck if fired or laid off	By the end of the next business day after being fired or laid off (also by the next business day when employer and worker mutually agree to end the job). Late final pay can trigger a penalty wage of 8 hours of pay per day for up to 30 days. Source: ORS 652.140; ORS 652.150
Final paycheck if you quit	With at least 48 hours' notice (not counting weekends and holidays): on the last day of work, or the next business day if the last day is a weekend or holiday. With less than 48 hours' notice: within five business days or on the next regular payday, whichever comes first. Source: ORS 652.140
Unused vacation / PTO payout	Not required by law. Vacation pay is a benefit the employer may choose to offer, but the employer must follow its own established policy or agreement on paying out accrued vacation at separation. Source: ORS 652.140 (final wages); BOLI guidance
Unemployment benefits	The Oregon Employment Department handles unemployment insurance. Apply online through Frances Online, or by phone at 1-877-345-3484 (1-877-File-4-UI), then file weekly claims. Source: Oregon Employment Department

Whistleblower and retaliation protection	Employers may not fire, demote, suspend or otherwise retaliate against an employee for reporting in good faith information the employee believes is evidence of a violation of state or federal law, rule or regulation. Complaints can be filed with BOLI. Source: ORS 659A.199
Job discrimination complaints	Bureau of Labor and Industries (BOLI), Civil Rights Division. Oregon's main discrimination law covers employers with one or more employees; the disability rules cover employers with six or more. Complaints of employment discrimination under ORS 659A.030, 659A.082 or 659A.112 can be filed up to five years after the event; most other complaints must be filed within one year. Source: ORS 659A.001; ORS 659A.106; ORS 659A.820
Non-compete agreements	Strictly limited. A non-compete is void unless: the employer gave written notice in an offer at least two weeks before the job started (or it was signed upon a real promotion); the employee is a salaried exempt worker; the employer has a protectable interest such as trade secrets; the employer gives a signed copy within 30 days after the job ends; and the employee's annual salary and commissions at termination exceed an inflation-adjusted threshold (base $100,533). It may last no more than 12 months. Customer and employee non-solicitation agreements are not covered by these limits. Source: ORS 653.295

Oregon Employment Law: Wages, Final Pay, Breaks and Your Rights at Work

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