Oregon employment laws emphasize balance, ensuring workers receive strong protections while giving employers clear, structured guidelines on everything from paid leave to non-compete agreements. These state regulations work alongside federal standards to create a consistent legal framework for employers to abide by.
When it comes to talent and workforce management, Oregon-based employers need to comply with the following state employment laws:
The below information was last updated May 7, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to US labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Oregon currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), New York can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Oregon Minimum Wage | The state of Oregon uses its own minimum wage rate of $14.70 but doesn’t allow tipped minimum wage for employees who earn tips with their base pay. Note: Oregon also has local and non-urban county minimum wage laws. |
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Oregon Overtime Pay Laws |
According to state law, overtime pay in Oregon is calculated at 1.5 times the worker’s regular pay rate for all hours worked over 40 in a workweek, with other rules for employees in manufacturing and agriculture. |
| Oregon Pay Equity Law | Under Oregon law, employees must get equal compensation for equal work regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, marital status, veteran status, disability, or age. This applies to all employers with one or more employees working in Oregon. Individuals who only work partly in Oregon aren’t considered employees unless they entered their employment contract in Oregon or wages are normally paid in Oregon. |
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Oregon Pay Transparency Law |
Oregon currently has no pay transparency laws or regulations. |
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Oregon Final Paycheck Law |
In Oregon, employees who voluntarily resign from a job after giving 48 hours’ notice (excluding weekends and holidays) must receive their final paycheck immediately. If this is not possible, employees must receive the paycheck by the next regular payday or within 5 days after giving notice (not including holidays or weekends), whichever is sooner. Involuntarily terminated Oregon employees must receive their final paycheck by the next business day. |
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Oregon PTO Payout Laws |
Oregon doesn’t have specific PTO payout requirements, as it bases such decisions on an employer's policy. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Oregon Paid Sick Leave (PSL) | Oregon's sick time law currently requires employers with 10 or more employees to provide 40 hours of paid, protected sick leave to those employees. Employers with fewer employees must provide unpaid protected time off. Eligible employees accrue up to one hour of sick time for every 30 hours worked. |
| Oregon is one of over a dozen states with a PFML program. Employers and employees fund the state’s Paid Leave Program through payroll deductions. Employees can take up to 12 weeks of paid leave in a 52-week period (starting the Sunday before the date their leave begins) for family, medical, or safe leave. In some situations involving pregnancy, an employee may be able to take up to two more weeks for a total of 14. |
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| Oregon Maternity Leave | Oregon doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Employees typically rely on a separate type of employer-provided leave, the federal Family and Medical Leave Act (FMLA), or a state-mandated PFML program to obtain maternity leave. |
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Oregon Voting Leave Law |
Oregon currently has no voting leave laws or regulations. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Oregon, however, also adopted and imposes additional, OSHA-approved regulations that meet or exceed those federal standards. Oregon’s State OSHA Plan is overseen by Oregon OSHA.
Under Oregon's meal and rest break law, employers must provide (depending on hours of work):
Furthermore, employers must provide additional meal periods for employees who work 14 hours or more in a shift.
As described by the Oregon Workplace Fairness Act, employers in Oregon are prohibited from discriminating against employees based on:
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Oregon also requires employers to comply with specific anti-harassment mandates, also outlined in the Oregon Workplace Fairness Act. Employers must, for example, have a written policy that addresses harassment and discrimination, including procedures for reporting and investigating incidents.
Oregon doesn’t, however, require employees to complete any harassment or discrimination training courses.
| Oregon Non-Compete Agreement Laws | Oregon is one of several states to limit the use of non-compete agreements. Specifically, Oregon bars non-competition agreements between employers and employees unless they’re agreed to at the outset of employment or entered into upon a subsequent bona fide advancement of the employee. To be enforceable, the employee must have access to trade secrets or competitively sensitive confidential information, and the term may not exceed two years from the employee's termination. Moreover, effective January 1, 2020, employers must provide employees with a signed written copy of the agreement within 30 days after termination of employment. |
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Oregon Retirement Plan Laws |
Oregon is one of a handful of states with a mandatory retirement plan law. The OregonSaves program requires all employers who do not already offer a workplace retirement plan to register or certify their exemption from the plan before the required deadlines. |
| Oregon Pre-Employment Inquiries Laws | ORS 659A.320 prohibits employers from using an applicant’s or employee’s credit history in employment decisions, including hiring and other adverse actions. There are, however, certain exceptions, such as federally insured bank or credit union jobs, positions where credit history is substantially job-related, and any employer who is legally required to consider credit history. Furthermore, ORS 659A.360 forbids employers from requiring applicants to disclose criminal convictions on a job application. Employers can, however, ask about and consider an applicant’s conviction history before making a final hiring decision, as long as an interview is conducted. If no interview is conducted, the employer cannot inquire about criminal convictions until after making a conditional employment offer. |
| Oregon Lactation Laws | Under Oregon Revised Statute (ORS) 653.077, all employers in Oregon must support breastfeeding employees by providing break time and a space (other than a bathroom) to pump at work. Moreover, employers must provide a “reasonable rest period” every time the employee needs to pump. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
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