Employment
Employment Lawyer Oregon
Oregon employees have some of the strongest workplace protections in the country. But when employers violate those rights — through wrongful termination, wage theft, discrimination, or harassment — workers often need experienced legal counsel to hold them accountable.
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Understanding Your Oregon Employment Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
At Wilshire Law Firm, our employment attorneys represent workers throughout Oregon in claims against employers of all sizes, from small businesses to major corporations. We handle cases on a contingency fee basis — no fees unless you get paid. If you believe your employer has violated your rights, contact us today for a free consultation — available 24/7.
Oregon is an at-will employment state, meaning employers can generally terminate workers without cause. However, Oregon law carves out significant and powerful exceptions that protect employees from illegal firing, pay violations, and workplace mistreatment.
The Oregon Bureau of Labor and Industries (BOLI) is the state agency responsible for enforcing Oregon's workplace laws — covering wage claims, discrimination complaints, and civil rights in employment. BOLI enforces protections that frequently go beyond federal minimums, making Oregon one of the most employee-friendly states in the nation.
Key Oregon employment protections include:
- ORS 659A — Oregon's primary anti-discrimination statute, prohibiting discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, marital status, age, disability, veteran status, and other protected characteristics
- Oregon Equal Pay Act — requiring equal pay for comparable work across all protected classes, with strong penalties for violations
- Paid Leave Oregon — up to 12 weeks of paid family and medical leave (14 weeks for pregnancy-related conditions), with benefits funded through employer and employee contributions
- Tiered minimum wage system — Oregon's minimum wage varies by region, with Portland Metro at the highest rate, adjusted annually on July 1
- Final paycheck rules — one of the strictest in the nation: terminated employees must receive their final check by the end of the next business day; employees who resign with at least 48 hours' notice must be paid on their last day
- Penalty wages — Oregon employers who fail to timely pay final wages can be liable for up to 30 days of the employee's regular wages as a penalty, in addition to the underlying amounts owed
Our Oregon employment attorneys represent workers throughout the state, including:
- Portland — Oregon's largest city and primary legal market, home to the Multnomah County courts and a major hub for employment litigation
- Eugene — Lane County's largest city, home to the University of Oregon and a significant regional workforce
- Salem — Oregon's state capital, with a significant public-sector and government employee workforce
Why Choose Wilshire Law Firm for Your Oregon Employment Case?
- Proven track record — Settlements in employment and class action cases
- No fees unless you get paid — Our contingency fee structure means you pay nothing upfront
- Available 24/7 — Call any time for a free case evaluation
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Oregon Employment FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
Oregon's employment law (ORS 659A) prohibits discrimination, harassment, and retaliation based on protected characteristics such as race, sex, age, disability, religion, and more, and it is enforced by the Oregon Bureau of Labor and Industries (BOLI). Federal laws such as Title VII may also apply to larger employers. These protections cover workers throughout the state.
A complaint of discrimination or harassment generally must be filed with the Oregon Bureau of Labor and Industries (BOLI) within five years of the unlawful act; many other complaints, such as whistleblower retaliation, must be filed within one year. A separate statutory deadline applies if you file a civil lawsuit in court, so confirm the exact deadline promptly because deadlines have exceptions. Acting quickly helps protect your rights.
Oregon law allows workers to pursue many discrimination and retaliation claims in court without first completing a BOLI process, though the administrative and court paths carry different rules. Which path fits best depends on the facts of your situation.
Oregon's wage and hour laws entitle covered employees to be paid all wages they earn, including overtime for eligible hours, and to receive their final pay on time. You can pursue unpaid wages through BOLI or in court. Whether you qualify for overtime depends on your job duties and pay structure, not just your title. Wrongful Termination — Oregon Unpaid Wages & Wage Theft — Oregon