Employment Law & Compliance
Oregon maintains a highly complex, progressive employment regulatory regime. Key obligations include tiered regional minimum wage rates, zero tip credit allowance, mandatory daily overtime (after 10 hours), and Paid Leave Oregon social insurance. Additional burdens include strict pay transparency rules, mandatory meal/rest break spacing, and rigid non-compete compensation thresholds.
Oregon utilizes a three-tier minimum wage system based on geography: standard tier ($15.95), Portland metro ($17.25 or indexed equivalent), and non-urban counties ($14.70).
Final Paycheck Rules
Termination: Involuntarily terminated workers must be paid by the end of the next business day.
Resignation: Resigning employees giving at least 48 hours notice must be paid on their final day; those resigning without notice must be paid within 5 business days.
Vacation payout rules depend entirely on established company written policy or employment agreements.
Non-Compete Rules
Non-compete agreements are void for non-exempt employees and workers earning below strict median family income thresholds, and capped at a maximum duration of 1 year.
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What is the minimum wage in Oregon?
The minimum wage in Oregon is $15.95 per hour as of 2026-07-01. Oregon utilizes a three-tier minimum wage system based on geography: standard tier ($15.95), Portland metro ($17.25 or indexed equivalent), and non-urban counties ($14.70).
Does Oregon require paid sick leave?
Yes. Oregon requires employers to provide paid sick leave for employers with 10 or more employees. Employees accrue 1 hour per 30 hours worked. Applies to employers statewide (with paid sick leave required for employers with 10+ workers, or 6+ in Portland).
Does Oregon have a Paid Family and Medical Leave program?
Yes. Oregon has a Paid Leave Oregon (Family and Medical Leave Insurance) program. Eligible employees can take up to 12 weeks of paid leave. Fully operational social insurance program providing up to 12 weeks (plus 2 for pregnancy) of paid family and medical leave, funded via shared employer-employee contributions.
Does Oregon require pay transparency?
Yes. Oregon has pay transparency requirements for employers with 1 or more employees. Employers must include pay ranges in job postings. Employers must disclose compensation ranges on job postings and provide pay scales to applicants upon request.
When must employers pay final wages in Oregon?
Involuntarily terminated workers must be paid by the end of the next business day. For resignations: Resigning employees giving at least 48 hours notice must be paid on their final day; those resigning without notice must be paid within 5 business days. Vacation payout rules depend entirely on established company written policy or employment agreements.
Are non-compete agreements enforceable in Oregon?
In Oregon, non-compete agreements are restricted. Non-compete agreements are void for non-exempt employees and workers earning below strict median family income thresholds, and capped at a maximum duration of 1 year.
Is Oregon an at-will employment state?
Oregon is an at-will employment state, subject to aggressive statutory anti-discrimination laws, whistleblower protections, and public policy exceptions.
Official Source
Oregon Bureau of Labor and Industries (BOLI)
More Oregon Resources
Data Methodology
DataTactic researchers verify employment law data directly against official government sources — Oregon Bureau of Labor and Industries (BOLI) publications, state statutes, and agency websites. Each data point is cross-referenced against primary sources before publication. Records are reviewed and updated when laws or requirements change.
Last verified: 2026-09-18 · Statewide baseline only. Local rules may impose additional requirements. This is not legal advice.