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Employment rights law in Oregon protects workers against unfair treatment and ensures a fair workplace for all employees. These laws regulate the relationship between employers and employees, covering everything from hiring, wages, hours, discrimination, and termination practices to safety, leave policies, and workplace accommodations. Whether you work for a large corporation or a small business, these rights are designed to guarantee you fair treatment and equal opportunities throughout your employment experience in the state.
You may need a lawyer specializing in employment rights for various reasons. Some common situations include wrongful termination, workplace discrimination or harassment, problems with wage and hour payments, employer retaliation, denial of leave rights, or issues related to reasonable accommodations for disabilities. Lawyers can also assist with severance agreements, non-compete clauses, or investigations into retaliation for whistleblowing. Navigating these issues on your own can be complex, as state and federal employment laws are intricate and may change over time. Legal guidance can help you understand your rights, gather evidence, and pursue proper remedies.
Oregon has a comprehensive set of laws governing employment rights, many of which provide additional protections beyond federal laws. Some key aspects include:
Most employment in Oregon is "at will," meaning either the employer or employee can end the relationship at any time, with or without notice or cause. However, termination cannot violate anti-discrimination laws or employment contracts.
Oregon law protects workers from discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, marital status, age (18 or older), disability, and veteran status. These protections cover hiring, firing, promotions, pay, and other conditions of employment.
As of 2024, Oregon’s minimum wage rates vary by region: Standard ($14.20 per hour), Portland Metro ($15.45 per hour), and Nonurban Counties ($13.20 per hour). These rates are adjusted annually.
Non-exempt employees must be paid 1.5 times their regular rate for hours worked over 40 in a week. Some industries have additional overtime regulations, such as manufacturing and canneries.
Most hourly workers in Oregon are entitled to a 30-minute unpaid meal break after 6 hours of work and a paid 10-minute rest break for every 4 hours worked.
Report the harassment to your employer or human resources department first. If the issue is not resolved, you can file a complaint with BOLI or the federal Equal Employment Opportunity Commission (EEOC).
Yes. Most employers in Oregon must provide employees with paid sick leave. Workers earn at least one hour of sick time for every 30 hours worked, up to 40 hours per year.
Retaliation for asserting your workplace rights is illegal. If you believe you are being punished for making a complaint or participating in a workplace investigation, you may file a complaint with BOLI or seek legal help.
The Oregon Family Leave Act (OFLA) and Paid Leave Oregon provide job-protected leave for family, medical, or safe leave reasons if you work for a covered employer and meet eligibility requirements.
Document what happened, gather relevant paperwork (like pay stubs or emails), report concerns internally, and consult with BOLI or an employment lawyer as soon as possible. Many employment claims have strict deadlines.
If you need further help or information about employment rights in Oregon, the following organizations can be valuable:
If you believe your employment rights have been violated or require legal advice, take the following steps:
Understanding your rights is the first step toward ensuring fair treatment at work. Professional legal advice can help you protect your interests and safeguard your employment.
