Wrongful Termination Lawyer Oregon

Were You Illegally Fired in Oregon? We Can Help.

Losing your job is devastating. But when your employer fires you for illegal reasons — because of your race, age, disability, or because you reported wrongdoing — you have more than just lost income. You have a legal claim. At Wilshire Law Firm, our wrongful termination attorneys licensed in Oregon represent Oregon workers who have been unlawfully fired, helping them recover lost wages, emotional distress damages, and other compensation they deserve. We handle every case on a contingency fee basis — no fees unless you get paid.

If you think you were wrongfully terminated, contact us today for a free consultation, available 24/7.

Oregon Is an At-Will State — But At-Will Has Limits

Oregon follows the at-will employment doctrine, which means an employer can generally fire an employee at any time, for any reason, or for no reason at all. But at-will does not mean anything goes. Oregon law carves out powerful exceptions that make termination illegal in a wide range of circumstances. When an employer crosses those lines, the terminated employee may have the right to sue and recover substantial compensation.

There are three primary categories of wrongful termination claims in Oregon:

1. Statutory Discrimination Claims (ORS Chapter 659A)

Oregon’s primary anti-discrimination statute, ORS 659A.030, prohibits employers from firing workers because of:

• Race, color, or national origin
• Religion
• Sex or gender identity
• Sexual orientation
• Age (18 and older)
• Disability (physical or mental)
• Marital status
• Veteran or military status
• Expunged juvenile record

Oregon’s protections are broader than federal law in several important ways. They cover employers of any size for some claims, apply to workers over 18 (rather than 40) for age discrimination, and prohibit discrimination based on sexual orientation and gender identity as standalone categories.

2. Retaliation Claims

Oregon law prohibits employers from retaliating against employees for exercising legally protected rights. Retaliatory firing is unlawful when an employee is terminated for:

• Filing or threatening to file a workers’ compensation claim (ORS 659A.040)
• Reporting workplace safety violations (ORS 654.062)
• Taking protected leave under Oregon’s Family Leave Act or Paid Leave Oregon
• Filing a wage complaint with BOLI
• Reporting discrimination or harassment
• Participating in a BOLI or EEOC investigation
• Engaging in whistleblower activity (ORS 659A.199 et seq.)

3. Common Law Wrongful Discharge (Public Policy Exception)

Oregon courts also recognize a common law wrongful discharge claim when an employee is fired in violation of an important public policy — even if no statute directly applies. Oregon’s Supreme Court first recognized this tort in Nees v. Hocks (1975). Examples include being fired for serving on jury duty, for refusing to commit an illegal act at an employer’s direction, or for exercising a legal right or obligation.

What Qualifies as Wrongful Termination in Oregon?

Not every unfair firing is a wrongful termination. Oregon law protects employees from terminations that are illegal — not just ones that feel unjust. Understanding the distinction matters when evaluating whether you have a viable claim.

You may have a wrongful termination claim in Oregon if you were fired:

• After you reported harassment or discrimination internally or to BOLI
• While on, or shortly after returning from, protected medical or family leave
• After you filed a workers’ compensation claim or were injured on the job
• Because of a disability or medical condition, and your employer failed to consider reasonable accommodations
• After reporting suspected fraud, safety violations, or other illegal conduct by your employer
• Because of your race, gender, age, religion, or other protected characteristic
• In violation of a written or implied employment contract

Signs your termination may have been illegal:

• The stated reason for your firing does not add up or conflicts with your performance record
• You were fired shortly after taking protected leave, reporting a complaint, or participating in an investigation
• Employees outside your protected class were treated more favorably in similar situations
• Your employer changed their stated reason for your termination more than once
• You received positive performance reviews before the termination

Oregon’s Wrongful Termination Filing Deadlines — Act Fast

Time limits on wrongful termination claims in Oregon are strict, and missing a deadline can permanently bar your claim. The applicable deadline depends on the type of claim and how you pursue it:

• BOLI complaint: Most discrimination and retaliation claims under ORS 659A must be filed with BOLI within 1 year of the unlawful act
• Civil lawsuit (ORS 659A claims): Employees may file directly in court within 2 years of the wrongful termination; filing with BOLI first tolls (pauses) the civil statute of limitations while BOLI investigates
• After BOLI issues a right-to-sue letter: If BOLI finds substantial evidence of a violation, you generally have 90 days from the right-to-sue letter to file in court (or until the statute of limitations expires, whichever is longer)
• Common law wrongful discharge: A 2-year statute of limitations applies
• Government employees: Must provide written notice of claim to the appropriate agency within 180 days — earlier than the general deadlines above

Oregon’s HB 2957 (effective 2025) prohibits employers from entering into agreements with employees that would shorten these statutory deadlines — strengthening protections for workers who have signed employment contracts.

The safest approach is to consult an attorney immediately after termination. Even if you believe your deadline has not expired, waiting can complicate your case.

What Damages Can You Recover in an Oregon Wrongful Termination Case?

Oregon law provides meaningful remedies for victims of wrongful termination. Depending on the nature of your claim, you may be entitled to:

• Back pay — lost wages from the date of termination to the date of judgment or settlement
• Front pay — future lost earnings if reinstatement is not practical
• Compensatory damages — emotional distress, mental anguish, and harm to reputation
• Punitive damages — available in some cases where the employer’s conduct was particularly egregious
• Reinstatement — in some cases, the right to get your job back
• Attorney’s fees and costs — Oregon law often requires the losing employer to pay the prevailing employee’s legal fees, making it financially feasible to bring a case even when lost wages are modest

How Wilshire Law Firm Handles Oregon Wrongful Termination Cases

Our employment attorneys bring the same aggressive, results-driven advocacy that has made Wilshire Law Firm one of the most recognized employment firms in the country to every Oregon wrongful termination case we take. When you contact us, we will:

1. Listen carefully to the facts of your termination during a free, confidential consultation
2. Evaluate your claim under both Oregon and federal law to identify every viable legal theory
3. Gather evidence — employment records, performance reviews, communications, witness statements, and HR files
4. Navigate the BOLI process or pursue direct civil litigation, depending on the strategy that maximizes your recovery
5. Negotiate aggressively with your former employer and their counsel
6. Take your case to trial if a fair settlement cannot be reached

We handle wrongful termination cases in Portland, Eugene, Salem, and throughout Oregon.

Frequently Asked Questions — Oregon Wrongful Termination

Q: Can my employer fire me for any reason in Oregon? A: Generally, yes — Oregon is an at-will state. But at-will employment has significant legal exceptions. Employers cannot fire you for discriminatory reasons, in retaliation for protected activity, or in violation of public policy. If any of those exceptions apply to your situation, your termination may be unlawful.

Q: How do I know if I was wrongfully terminated in Oregon? A: Warning signs include being fired shortly after taking leave, filing a complaint, or reporting misconduct; being given shifting or inconsistent reasons for your termination; and being treated differently than coworkers who are not in your protected class. The best way to evaluate your claim is to speak with an employment attorney.

Q: Do I have to file with BOLI before I can sue my employer? A: No — Oregon law allows you to file a civil lawsuit directly in court without first going through BOLI. However, filing with BOLI first can toll (pause) the statute of limitations and may result in BOLI investigating and prosecuting the claim on your behalf at no cost to you. An attorney can help you decide the best path.

Q: How long do I have to file a wrongful termination claim in Oregon? A: For most discrimination and retaliation claims under ORS 659A, you have 1 year to file with BOLI and 2 years to file a civil lawsuit. For common law wrongful discharge claims, the statute of limitations is 2 years. Deadlines vary depending on the type of claim and whether you file administratively first — consult an attorney as soon as possible.

Q: What if I signed a severance agreement after I was fired? A: Severance agreements often include a release of all legal claims against your employer. If you signed one, you may have waived your right to sue. However, these releases can sometimes be challenged if they were signed under duress, without adequate consideration, or without sufficient time to review. Contact an attorney before signing any severance agreement.

Q: Does Wilshire Law Firm charge upfront fees for wrongful termination cases? A: No. We handle wrongful termination cases on a contingency fee basis — no fees unless you get paid. Court costs and case expenses may apply.

Contact Our Oregon Wrongful Termination Attorneys

If you were wrongfully terminated in Oregon, don’t wait — deadlines are strict. Call Wilshire Law Firm 24/7 for a free, no-obligation consultation. We will review the facts of your case, explain your rights under Oregon law, and help you understand your options — at no cost to you.