Oregon Employment Laws for Employers
Reviewed Sep 27, 2026 12 of 13 rules verified against official sources How we verify
Not a substitute for the advice of an attorney. General information; laws vary by state. Terms of use
Final pay and unused vacation
Final paycheck
If you fire someone, when is the last paycheck due?Next business dayVerified Sep 24, 2026 · 2 official pages from the same agency
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.”
Put it in writing with the termination letter template for Oregon.
If an employee quits, when is the last paycheck due?Depends on the caseVerified Sep 24, 2026 · 2 official pages from the same agency
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
Unused vacation (PTO) at separation
Do you have to pay out unused vacation when someone leaves?Depends on your policyVerified 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.”
Wages, paydays and breaks
Minimum wage
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)) 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)) 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))
What is the minimum wage?$14.55 to $16.80 per hour ($14.55 in non-urban counties; $16.80 in the Portland metro area; $15.55 in the rest of the state)Verified Sep 27, 2026 · 2 official sources
Non-urban counties: 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 27, 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))
Same official text as quoted above (see the quote; U.S. DOL WHD, State Minimum Wage Laws (Oregon) · dol.gov).
“$16.80 per hour - Portland metro”
dol.gov · oregon.gov · verified Sep 27, 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))
Same official text as quoted above (see the quote; U.S. DOL WHD, State Minimum Wage Laws (Oregon) · dol.gov).
“$15.55 per hour - Standard”
dol.gov · oregon.gov · verified Sep 27, 2026 · 2 official sources
Paydays
How often do you have to pay?MonthlyVerified Sep 27, 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.”
Meal breaks
Do adult employees get a meal break?30 minutesVerified Sep 27, 2026 · 2 official sources
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.”
Rest breaks
Do adult employees get paid rest breaks?10 min per 4 hoursVerified Sep 27, 2026 · 2 official sources
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.”
Paid sick leave
Do you have to give paid sick leave?Yes, statewideVerified Sep 24, 2026 · 2 official pages from the same agency
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))
Same official text as quoted above (see the quote; Oregon BOLI, Sick time (For Workers) · oregon.gov).
Same official text as quoted above (see the quote; Oregon BOLI, Your Rights at Work · oregon.gov).
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.”
Same official text as quoted above (see the quote; Oregon BOLI, Your Rights at Work · oregon.gov).
oregon.gov · oregon.gov · verified Sep 24, 2026 · 2 official pages from the same agency
Ending employment
At-will employment
Yes. Oregon follows at-will employment, with these exceptions (U.S. District Court, D. Or., No. 6:04-cv-06326 (Oct. 5, 2005), quoting Sheets v. Knight, 308 Or. 220 (1989)):
- Public policy: Recognized (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))
- Implied contract: Recognized (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))
- Good faith and fair dealing: Not recognized (U.S. District Court, D. Or., No. 6:04-cv-06326 (Oct. 5, 2005), quoting Sheets v. Knight, 308 Or. 220 (1989))
Public policy exception: recognized?RecognizedVerified 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); U.S. District Court, D. Or., No. 3:07-cv-01002, citing Sheets v. Knight, 779 P.2d 1000, 1006 (Or. 1989))
“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.”
Same official text as quoted above (see the quote; U.S. District Court, D. Or., No. 3:07-cv-01002, citing Sheets v. Knight, 779 P.2d 1000, 1006 (Or. 1989) · govinfo.gov).
Implied contract exception: recognized?RecognizedVerified Sep 24, 2026 · 2 official pages from the same agency
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); U.S. District Court, D. Or., No. 3:16-cv-02072, quoting Yartzoff v. The Democrat-Herald Pub. Co., 281 Or. 651, 656 (Or. 1978))
“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”)”
Good faith and fair dealing exception: recognized?Not recognizedVerified Sep 24, 2026 · 2 official pages from the same agency
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); O'Donnell v. Ameresco, Inc., No. 3:23-cv-00085 (D. Or.), citing Sheets v. Knight, 308 Or. 220, 233 (1989) and Elliot v. Tektronix, Inc., 102 Or. App. 388, 396 (1990))
“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."”
Separation notice
Do you have to give a separation notice when someone leaves?YesVerified Sep 24, 2026 · 2 official sources
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.”
Pending verification. Not verified for Oregon yet, so no answer is shown. Each link opens the official source to check.
Oregon and its neighbors
| State | Final pay after firing | Final pay after quitting | Minimum wage | Paid sick leave |
|---|---|---|---|---|
| Oregon | Next business day | Depends on the case | $14.55 to $16.80 per hour (depends on the case) | Yes, statewide |
| Washington | Next regular payday | Next regular payday | $17.13 per hour | Yes, statewide |
| Idaho | Next payday or 10 days (not counting weekends and holidays), whichever is sooner | Next payday or 10 days (not counting weekends and holidays), whichever is sooner | $7.25 per hour | Pending verification. Official source (labor.idaho.gov). |
| Nevada | Immediately | Next payday or 7 days, whichever is sooner | $12.00 per hour | Pending verification. Official source (dhs.nv.gov). |
| California | Immediately | Depends on the case | $16.90 per hour | Yes, statewide |
Verified rules only; open a state for its sources.
What an employee costs in Oregon
Every employer pays Social Security 6.2% (Publication 15), Medicare 1.45% (Topic 751) and FUTA (Topic 759). Oregon adds its unemployment insurance tax:
| Oregon payroll tax, 2026 | Amount |
|---|---|
| Taxable wage base per employee | $56,700 |
| Rates for experience-rated employers | 0.90% to 5.40% |
| New-employer rate | 2.4% |
| FUTA credit reduction | None for 2025 or 2026 |
| Estimated employer taxes on a $40,000 salary | $4,062 (10.2%) |
Of the $4,062, $960 is Oregon unemployment insurance tax (2.4% on the first $40,000 of wages) and $3,102 is federal tax.
The estimate counts FUTA at 0.6% of the first $7,000 ($42 per employee), which assumes the full FUTA credit (Topic 759).
Estimate for a new employer and a full year; check with your payroll provider. Sources: U.S. DOL, State UI Laws, July 2026, page 4; U.S. DOL, FUTA credit reductions.
Federal wage enforcement in Oregon
In FY2021 to FY2025, the federal Wage and Hour Division concluded 245 cases in Oregon (n = 245), 202 with violations, finding $4,850,927 in back wages owed to 3,781 employees and assessing $1,324,440 in civil money penalties (DOL enforcement data). Overtime back wages were part of 34.2% of the violation cases. OSHA opened 14,523 inspections in the same years (OSHA data). Enforcement data is not a violation rate: it shows where federal investigators looked. Wage violations by industry.
Oregon runs its own OSHA-approved State Plan that covers private employers, so workplace safety rules for most private workplaces in Oregon are enforced by the state program rather than by federal OSHA (OSHA: State Plans).
Changes coming in 2027
- Minimum wage, from Jul 1, 2027: the new amount is not announced yet (oregon.gov).
Changelog
- Sep 24, 2026: first verified, 17 rules.
Questions about Oregon employment laws
What is the minimum wage in Oregon?
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)) 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)) 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))
Is Oregon an at-will state?
Yes. Oregon follows at-will employment, with exceptions. Of the 3 common exceptions, we have verified 3, and 2 are recognized in Oregon (U.S. District Court, D. Or., No. 6:04-cv-06326 (Oct. 5, 2005), quoting Sheets v. Knight, 308 Or. 220 (1989)).
When is the final paycheck due after firing someone in Oregon?
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))
Sources (20)
- U.S. DOL WHD, State Minimum Wage Laws (Oregon)
- Oregon BOLI, Minimum Wage
- U.S. DOL WHD, State Payday Requirements
- Oregon BOLI, Paychecks (ORS 652.120)
- Administrative (Oregon), per U.S. DOL WHD meal period table
- Oregon BOLI, Meals and Breaks
- Administrative (Oregon), per U.S. DOL WHD rest period table
- Oregon BOLI, Breaks & Meals / Overtime & Paychecks printable notice
- Oregon BOLI, Benefits, holiday and vacation pay
- Oregon BOLI, Sick time (For Workers)
- Oregon BOLI, Your Rights at Work
- U.S. District Court, D. Or., No. 6:04-cv-06326 (Oct. 5, 2005), quoting Sheets v. Knight, 308 Or. 220 (1989)
- O'Donnell v. Ameresco, Inc., No. 3:23-cv-00085 (D. Or.), citing Sheets v. Knight, 308 Or. 220, 233 (1989) and Elliot v. Tektronix, Inc., 102 Or. App. 388, 396 (1990)
- 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)
- U.S. District Court, D. Or., No. 3:16-cv-02072, quoting Yartzoff v. The Democrat-Herald Pub. Co., 281 Or. 651, 656 (Or. 1978)
- 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)
- U.S. District Court, D. Or., No. 3:07-cv-01002, citing Sheets v. Knight, 779 P.2d 1000, 1006 (Or. 1989)
- OAR 471-031-0010 (Posting of Notices By Employers)
- Oregon Employment Department, Employer Responsibilities
- U.S. Department of Labor: State labor offices
Checked Sep 27, 2026 · How we verify every rule · Report an error
General information, not legal advice. Not a substitute for the advice of an attorney. This page is for general information only and isn’t legal, financial or tax advice. Laws vary by state and change; check the official source or talk to a qualified professional about your situation. Report an error