Oregon HR Compliance
for Small Businesses

The minimum wage in Oregon is $16.80 Portland metro · $15.55 standard · $14.20 non-urban (2026) as of 2026. Employers must pay all non-exempt employees at least this rate. Three-tiered minimum wage by geography.

In Oregon, final pay timing depends on the type of separation. Immediately (fired) · Next business day (layoff) · Next regular payday or immediate (quit). Failure to pay wages on time can result in civil penalties and a private wage claim — review your payroll calendar before any termination.

Yes. Oregon requires paid sick leave. Yes — 1hr/30hrs. 40hrs/yr protected, 80hrs paid (10+ employees).. Employers should review accrual tracking, carryover, and permissible uses — the law typically covers medical care, domestic violence leave, and public health emergencies.

Yes. Oregon has a state paid family and medical leave program. Yes — OR Paid Leave: up to 12 weeks at 60–100% wages.. Employers should understand contribution obligations, employee notice requirements, and how the program coordinates with any private short-term disability policy.

Yes. Oregon requires employers to disclose pay information in job postings. Yes — salary range required in ALL job postings (1+ employees). Salary history ban.. Non-compliance can result in fines and enforcement action — audit all active job listings to ensure compliance.

Enforceable only if employee earns >$100,574 (2024), 2-yr max, and employer provided 2 weeks advance notice or gave at offer.. Oregon courts typically require noncompete agreements to protect a legitimate business interest and to be reasonable in scope, geographic area, and duration. Overly broad agreements may be void or reformed by a court.

No. Oregon prohibits employers from asking job candidates about their prior salary or compensation history. Violations can result in discrimination claims and enforcement penalties. Train your recruiters and update any intake forms, application portals, or interview scripts that still ask about prior pay.