Oregon employment rules for employers

• Non urban: Employers in Oregon's non-urban counties must pay at least $14.55 per hour (current BOLI rate; see notes for the period). (U.S. DOL WHD, State Minimum Wage Laws (Oregon))

  “Basic Minimum Rate (per hour): $15.55 (standard state rate); $16.80 (Portland Metro Area); $14.55 (Non-Urban counties)”

  “$14.55 per hour - Non-urban”

  dol.gov · oregon.gov · verified Sep 24, 2026 · 2 official sources

• Portland metro: Employers in the Portland metro area (inside the urban growth boundary) must pay at least $16.80 per hour (current BOLI rate; see notes for the period). (U.S. DOL WHD, State Minimum Wage Laws (Oregon))

  “Basic Minimum Rate (per hour): $15.55 (standard state rate); $16.80 (Portland Metro Area); $14.55 (Non-Urban counties)”

  “$16.80 per hour - Portland metro”

  dol.gov · oregon.gov · verified Sep 24, 2026 · 2 official sources

• General rule: Employers in Oregon's standard counties must pay at least $15.55 per hour (current BOLI rate; see notes for the period). (U.S. DOL WHD, State Minimum Wage Laws (Oregon))

  “Basic Minimum Rate (per hour): $15.55 (standard state rate); $16.80 (Portland Metro Area); $14.55 (Non-Urban counties)”

  “$15.55 per hour - Standard”

  dol.gov · oregon.gov · verified Sep 24, 2026 · 2 official sources

Oregon employers must keep regular paydays; paydays may not be more than 35 days apart (DOL table: monthly). (U.S. DOL WHD, State Payday Requirements)

“Oregon X Pennsylvania”

“Employers must establish and maintain regular paydays. Paydays may not be more than 35 days apart or more than 35 days from the date the employee entered upon their work.”

dol.gov · oregon.gov

Oregon employers must give a ½ hour (30-minute) meal period, relieved of all duty, to non-exempt employees who work 6 or more hours in a work period. (Administrative (Oregon), per U.S. DOL WHD meal period table)

“½ hour, with relief from all duty, for each work period of 6 to 8 hours, between 2nd and 5th hour for work period of 7 hours or less and between 3rd and 6th hour for work period over 7 hours”

“Meal periods of at least 30 minutes must be provided to non-exempt employees who work 6 or more hours in one work period. No meal period is required if the work period is less than 6 hours. Additional meal periods are required to be provided to employees who work 14 hours or more in a shift.”

dol.gov · oregon.gov

Oregon employers must give a paid rest period of at least 10 minutes for every 4 hours worked (or major part thereof), separate from the meal period. (Administrative (Oregon), per U.S. DOL WHD rest period table)

“Paid 10-minute rest period for every 4-hours worked or major portion thereof in one work period; as feasible, approximately in middle of each segment of work period.”

“Oregon law requires an employer-paid rest period of not less than 10 minutes for every segment of four hours or major part thereof (two hours and one minute through four hours) worked in one work period.”

dol.gov · oregon.gov

A fired or laid-off employee must receive the final paycheck by the end of the next business day. (Oregon BOLI, Paychecks (ORS 652.140))

“If you are let go or fired, your final paycheck is due by the end of the next business day.”

“If you are fired or laid off, you must get your last paycheck by the end of the next business day, with limited exceptions.”

oregon.gov · oregon.gov

• With notice: An employee who quits with at least 48 hours’ notice (excluding weekends and holidays) must be paid on the last day of employment; if that day is a weekend or holiday, by the next business day. (Oregon BOLI, Paychecks (ORS 652.140))

  “If you quit with at least 48 hours notice, your final check is due on your last day of employment, unless that day is a weekend or a holiday. In that case, your check is due on the next business day.”

  “If you quit with at least 48 hours’ notice, you must get your last paycheck on your last day of employment.”

  oregon.gov · oregon.gov · verified Sep 24, 2026 · 2 official pages from the same agency

• Without notice: An employee who quits with less than 48 hours’ notice must be paid within five business days or on the next regular payday, whichever comes first. (Oregon BOLI, Paychecks (ORS 652.140))

  “If you quit with less than 48 hours’ notice (not including weekends and holidays) your paycheck and any wages owed are due within five business days or on the next regular payday, whichever comes first.”

  “If you do not give 48 hours’ notice, you must get your last paycheck within 5 business days or the next payday, whichever is first.”

  oregon.gov · oregon.gov · verified Sep 24, 2026 · 2 official pages from the same agency

Oregon law does not require employers to offer vacation pay, but an employer must honor any established policy or agreement on paying accrued vacation at termination. If the worker qualifies under the policy, it must be paid at termination. (Oregon BOLI, Benefits, holiday and vacation pay)

“Vacation pay, holiday pay, bonuses, and severance pay are examples of wage agreements which may be made between employers and employees as a part of the employee’s total compensation. There is no legal requirement to offer these benefits. Your employer is required to honor any established policy or agreement relating to the payment of benefits such as accrued vacation or severance pay upon termination.”

“You are, however, required to honor any established policy or agreement relating to the payment of benefits such as accrued vacation or severance pay upon termination. If the worker qualifies for payment of benefits under your policy, you should pay these upon termination.”

oregon.gov · oregon.gov

• Accrual: Oregon sick time: employees accrue at least 1 hour of protected sick time for every 30 hours worked (employers may instead frontload at least 40 hours at the start of the year). (Oregon BOLI, Sick time (For Workers))

  “You get at least 1 hour of protected sick time for every 30 hours you work up to 40 hours per year. (Employers can choose to frontload at least 40 hours of sick time at the beginning of the year.)”

  “All Oregon workers get protected sick time. You get at least 1 hour of protected sick time for every 30 hours you work up to 40 hours per year.”

  oregon.gov · oregon.gov · verified Sep 24, 2026 · 2 official pages from the same agency

• Annual cap: Accrual is required up to 40 hours of sick time per year. (Oregon BOLI, Sick time (For Workers))

  “You get at least 1 hour of protected sick time for every 30 hours you work up to 40 hours per year. (Employers can choose to frontload at least 40 hours of sick time at the beginning of the year.)”

  “All Oregon workers get protected sick time. You get at least 1 hour of protected sick time for every 30 hours you work up to 40 hours per year.”

  oregon.gov · oregon.gov · verified Sep 24, 2026 · 2 official pages from the same agency

• Employer coverage: Sick time must be paid if the employer has 10 or more employees (6 or more if it has a location in Portland); smaller employers must still provide protected but unpaid sick time. (Oregon BOLI, Sick time (For Workers))

  “You get paid sick time if your employer has 10 or more employees (6 or more if they have a location in Portland). Otherwise, sick time is protected but unpaid.”

  “You get paid sick time if your employer has 10 or more employees (6 or more if they have a location in Portland). Otherwise, sick time is protected but unpaid.”

  oregon.gov · oregon.gov · verified Sep 24, 2026 · 2 official pages from the same agency

Oregon recognizes the common-law tort of wrongful discharge as a narrow exception to at-will employment, in two situations: discharge for performing a public duty or fulfilling a societal obligation (for example jury duty, Nees v. Hocks), and discharge for exercising an important job-related right. (U.S. District Court, D. Or., No. 3:06-cv-01012 (Dec. 3, 2007), citing Sheets v. Knight, 779 P.2d 1000, 1006 (Or. 1989) and Nees v. Hocks, 536 P.2d 512 (Or. 1975))

“Oregon courts have recognized two circumstances that give rise to this tort: (1) discharge for performing a public duty or fulfilling a societal obligation and (2) discharge for exercising an important job-related right.”

“Oregon courts have recognized two circumstances that give rise to this tort: (1) discharge for performing a public duty or fulfilling a societal obligation and (2) discharge for exercising an important job-related right.”

govinfo.gov · govinfo.gov

Statements in an employee handbook can become part of the employment contract (Yartzoff v. Democrat-Herald), but a clear disclaimer in the handbook or personnel policies keeps the employee at will. (U.S. District Court, D. Or., No. 3:23-cv-00136, citing Yartzoff v. Democrat-Herald Publ'g Co., 281 Or. 651, 656-57 (1978) and Lawson v. Umatilla Cnty., 139 F.3d 690, 693 (9th Cir. 1998))

“Under certain circumstances, an employee’s acceptance of workplace policies may constitute a valid contract with the employer.”

“(“[S]tatements in the [employee] handbook were intended and considered by both parties to be a part of plaintiff’s original contract of employment” and “[i]t follows that her continued employment after receiving the handbook provided sufficient consideration for any such modification of the original contract of employment”)”

govinfo.gov · govinfo.gov

The Oregon Supreme Court (Sheets v. Knight) declined to apply the duty of good faith and fair dealing to an employer's right to discharge an at-will employee. (U.S. District Court, D. Or., No. 6:04-cv-06326 (Oct. 5, 2005), quoting Sheets v. Knight, 308 Or. 220 (1989))

“This Court has never held that the duty of good faith and fair dealing applies to at-will employment contracts, insofar as the right to discharge at will is concerned.”

“In the context of at-will employment contracts, there is no duty of good faith and fair dealing "insofar as the right to discharge at will is concerned."”

govinfo.gov · govinfo.gov

Oregon requires each subject employer to post, where all employees can read it, the Employment Department's notice concerning unemployment insurance (Form 11). The stored official sources describe only this posting requirement, not a separate notice handed to employees at separation. (OAR 471-031-0010 (Posting of Notices By Employers))

“Each subject employer shall post, in a place conspicuous to all employees, a notice provided by the Employment Department stating that the employer is subject to the Employment Department Law.”

“If you are a subject employer, you'll also need to post the notice concerning Unemployment Insurance (Form 11) where your employees can read it.”

secure.sos.state.or.us · oregon.gov