Employment
Employment Lawyer Portland, Oregon
Facing wrongful termination, unpaid wages, or harassment at work in Portland? Portland’s workforce deserves strong legal representation, and Wilshire Law Firm — an award-winning, nationally recognized team — is ready to help. Contact us 24/7 for a free case review with a legal professional; there are no fees unless you get paid.
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Understanding Your Portland 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.
Portland workers are protected by Oregon state law — enforced by the Oregon Bureau of Labor and Industries (BOLI) — as well as federal law. Oregon's protections are among the strongest in the country, and Portland workers benefit from the full scope of those rights. Key protections include ORS 659A, which covers discrimination; the Oregon Equal Pay Act; Paid Leave Oregon, providing up to 12 weeks of leave; and final paycheck rules requiring that terminated employees receive their final check by the next business day.
Our Portland employment attorneys handle the full range of workplace claims. These include wrongful termination — being fired for discriminatory reasons, in retaliation, or in violation of public policy; unpaid wages and overtime — including final paycheck violations and Oregon penalty wages; workplace discrimination — race, sex, age, disability, national origin, sexual orientation, and more; sexual harassment and hostile work environment; and retaliation — for reporting violations, taking protected leave, or filing a complaint with BOLI or OSHA.
Wilshire Law Firm is an award-winning, nationally recognized team that represents workers across the Portland metro. Major Portland-area employers include Intel, Nike, OHSU, and Providence Health & Services, and we hold employers of every size accountable when they violate Oregon and federal workplace protections. We handle all Portland employment cases on a contingency fee basis, so there are no fees unless you get paid.
How Long Do I Have to File an Employment Claim in Portland?
Deadlines depend on the type of claim, so it is generally best to act promptly. Under ORS 659A, you generally have 5 years to file a discrimination claim with BOLI or in court, and 1 year for many other claims, such as whistleblower retaliation, while most Oregon unpaid wage claims have a 6-year statute of limitations (2 years for overtime). State employment claims in Portland are filed in Multnomah County Circuit Court, and federal claims — such as those under Title VII or the ADA — are filed in the U.S. District Court for the District of Oregon. Because missing a deadline can end your case, contact Wilshire Law Firm for a free case review.
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Portland 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.
State-law employment claims in Portland are generally filed in the Multnomah County Circuit Court, and federal claims are heard in the U.S. District Court for the District of Oregon. Your venue depends on which laws your claim is based on. An attorney can identify the correct court for your matter.
Portland's technology and semiconductor manufacturing sector has seen restructuring, and while most layoffs are lawful, ORS 659A prohibits terminations that target a protected characteristic such as age, disability, or pregnancy. If a layoff was used to mask discrimination or retaliation, you may have a claim. How the selection was made matters, and an attorney can review it.
A discrimination complaint generally must be filed with BOLI within five years of the unlawful act; many retaliation complaints, such as whistleblower claims, must be filed within one year. If you file a civil lawsuit, a separate statutory deadline applies, so confirm the exact deadline promptly because exceptions can affect how much time you have. Acting early helps protect your claim.
Yes. In addition to Oregon's ORS 659A, workers at larger Portland employers may be protected under federal laws such as Title VII, which addresses discrimination based on race, color, religion, sex, and national origin. State and federal claims can have different coverage thresholds and deadlines. An attorney can determine which laws apply to you.