Employment
Unpaid Wages Lawyer Oregon
Are you owed wages you earned in Oregon? Wilshire Law Firm helps Oregon workers recover unpaid overtime, final paychecks, and penalty wages. 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 Wage & Hour 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.
Oregon workers are owed every dollar they earn, and several common violations cost them that pay. These include unpaid or underpaid overtime (Oregon requires 1.5 times an employee's regular rate for hours worked over 40 in a workweek), final paycheck violations (for an involuntary termination, the final paycheck is generally due by the end of the next business day), minimum wage violations, missed meal and rest breaks (a 30-minute unpaid meal period and paid 10-minute rest breaks), unlawful paycheck deductions, employee misclassification, and wage statement violations.
Oregon's penalty wage provision under ORS 652.150 is a powerful tool for workers whose final wages are paid late. When an employer willfully fails to pay wages owed at termination, the employee's wages continue to accrue at 8 hours of pay per day for every calendar day the wages go unpaid, up to a maximum of 30 days. The penalty is generally capped at 100% of the unpaid wages if the employer pays within 12 days of written notice.
Deadlines depend on the type of claim. Claims for unpaid wages generally carry a 6-year statute of limitations (ORS 12.080), while claims for overtime pay generally must be brought within 2 years (ORS 12.110), and federal FLSA claims generally have a 2-year deadline (3 years for willful violations).
Workers can generally recover the unpaid wages they are owed plus additional amounts. Recovery commonly includes unpaid wages, penalty wages, liquidated damages (an additional 100% of unpaid wages under the FLSA), interest, and attorney's fees. Because every case is different, a legal professional can review what you may be owed during a free case review.
There are generally two ways to pursue an Oregon wage claim: filing a wage claim with the Oregon Bureau of Labor and Industries (BOLI) or filing a private lawsuit. Each path has its own deadlines and advantages, and a legal professional can help you decide which option fits your situation.
Wilshire Law Firm is an award-winning, nationally recognized team that helps Oregon workers pursue the wages they are owed. We start with a free consultation, investigate your employer's pay practices, and pursue all available avenues to recover your unpaid and penalty wages. We handle these cases on a contingency basis — no fees unless you get paid. Learn more about your rights as an employee at Employee Rights or explore a Class Action Lawsuit if many workers were affected.
How Much Can Oregon's Penalty Wage Law Add to My Claim?
Under Oregon's penalty wage law (ORS 652.150), unpaid final wages can accrue at 8 hours of pay per day for every calendar day they go unpaid, up to a maximum of 30 days. If the employer's failure to pay was willful, this penalty is added on top of the wages you are already owed, and it is generally capped at 100% of the unpaid wages when paid within 12 days of written notice. Because the exact amount depends on your pay rate and how long payment is delayed, contact Wilshire Law Firm for a free case review.
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Wage & Hour 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 wage and hour laws require employers to pay covered employees all wages earned, including overtime for eligible hours and timely final paychecks. These protections apply regardless of your job title when your duties and pay meet the legal tests. Violations can be pursued through BOLI or the courts. Workers in the Salem area can also visit our Salem Oregon employment lawyer page.
Whether you are truly an independent contractor generally depends on a multi-factor test that looks at how the work is controlled and performed, not just the label your employer uses. Misclassification can deprive workers of overtime and other pay protected under Oregon wage law. An attorney can assess your actual working relationship.
No. Oregon law protects workers from retaliation for asserting their wage rights or filing a wage claim, and it separately prohibits retaliation for protected activity under ORS 659A. If you were fired, demoted, or otherwise punished after raising a pay dispute, you may have an additional claim. Document what happened and speak with an attorney.
Oregon wage claims are subject to statutory filing deadlines that vary by the type of claim and how it is pursued. Because these time limits have exceptions, confirm the deadline that applies to your situation promptly with an attorney. Acting early helps preserve pay records and other evidence.