Oregon Employment Law — full calculator

Frequently Asked Questions

• What are Oregon's overtime rules in 2026?

  Oregon requires overtime pay at 1.5× the regular rate for all hours worked over 40 in a workweek for most employees — matching the FLSA federal floor. However, Oregon adds a stricter daily rule for manufacturing employees: overtime applies after 10 hours in a single day, and manufacturing workers are capped at 13 hours per 24-hour period. Agricultural workers in canneries and packing plants also follow the 10-hour daily rule. Source: Oregon BOLI, as of 2026.

• When must Oregon employers issue a final paycheck?

  Oregon law (ORS 652.140) sets firm deadlines by separation type. If fired or laid off: by the end of the next business day. If the employee quit with at least 48 hours written notice: on the last day of employment. If the employee quit without 48 hours notice: within 5 business days or the next regular payday, whichever is first. Mutual termination: by the end of the next business day. As of 2026.

• Are non-compete agreements enforceable in Oregon?

  Oregon permits non-compete agreements with significant restrictions (ORS 653.295). As of 2026, the employee's annual gross salary and commissions must exceed $119,541 for the agreement to be enforceable. Maximum duration is 12 months. The employer must give written notice at least 14 days before employment begins or at promotion. Garden leave at 50% of base salary is required during the restriction period. Licensed healthcare providers are subject to even stricter restrictions under SB 951 (2025).

• What meal and rest break breaks are required under Oregon law?

  Oregon requires a 30-minute unpaid meal period for shifts of 6 or more hours (scheduled after the 2nd hour and before the 5th for shifts of 6–7 hours; after the 3rd and before the 6th for longer shifts). Employers must also provide one 10-minute paid rest break for every 4-hour work segment, or major portion thereof. Minor employees (under 18) are entitled to 15-minute rest breaks. These requirements go beyond the FLSA, which has no equivalent mandate. As of 2026.

• Does Oregon require employers to provide paid sick leave?

  Yes. Oregon mandates paid sick leave for employers with 10 or more employees statewide (or 6 or more employees if the employer has a Portland location). Employees accrue 1 hour of sick time for every 30 hours worked, up to 40 hours per year, with up to 40 hours of carryover. Smaller employers must provide protected but unpaid sick time. Beginning January 1, 2026, sick time can also be used for blood donations through approved programs. As of 2026.

• What is the minimum wage in Oregon in 2026?

  Oregon has three minimum wage tiers effective July 1, 2025 through June 30, 2026: Portland Metro (within the Urban Growth Boundary): $16.30/hour; Standard rate (most of Oregon): $15.05/hour; Non-Urban rate (18 rural counties): $14.05/hour. All rates are far above the federal FLSA floor of $7.25/hour. Oregon also prohibits tip credits — employers cannot count tips toward the minimum wage obligation. As of 2026.

• What is the penalty for paying a final paycheck late in Oregon?

  Under ORS 652.150, employers who fail to pay final wages on time owe a penalty wage equal to 8 times the employee's regular daily wage (8 hours × hourly rate × 8 multiplier) for each calendar day the paycheck remains unpaid, up to a maximum of 30 days. BOLI may also impose a civil penalty of $1,000 plus costs and attorney fees for willful violations. As of 2026.

• Does Oregon have a minimum salary to be exempt from overtime?

  Oregon aligns with federal FLSA exempt salary thresholds for the white-collar exemptions (executive, administrative, professional). Salaried employees must also satisfy applicable duties tests. For non-compete purposes, the 2026 salary threshold is $119,541 gross salary + commissions — a separate figure from overtime exemption. As of 2026.

• Can Oregon employees waive their right to meal breaks?

  Oregon law allows certain meal period waivers in limited circumstances. BOLI provides a specific Request and Agreement to Waive Meal Periods form (WH-164). Generally, the waiver must be voluntary and in writing. Rest breaks, however, are harder to waive — Oregon law requires paid rest periods to be taken, and employees cannot be required to forfeit them or add them to meal periods.

• How do Oregon sick leave accrual rules work for part-time workers?

  All employees in Oregon — including part-time and temporary workers — accrue sick time at the rate of 1 hour per 30 hours worked. There is no minimum hour threshold to begin accruing. A part-time employee working 20 hours per week would accrue roughly 34–35 hours of sick time over a full year. The 40-hour annual usage cap and 40-hour carryover cap apply to all employees regardless of status. As of 2026.