$2.0M
Employment
Wrongful Termination Lawyer Oregon
Were you illegally fired in Oregon? When your employer fires you for illegal reasons — because of your race, age, disability, or because you reported wrongdoing — you have a legal claim. Contact Wilshire Law Firm 24/7 for a free case review — there are no fees unless you get paid.
- $3B+RECOVERED
- 7X"BEST LAW FIRM" AWARDS
- 24/7AVAILABILITY & SUPPORT
- 500+LEGAL PROFESSIONALS
Understanding Your Wrongful Termination 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 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 employment has significant legal exceptions. There are three primary categories of wrongful termination claims in Oregon:
1. Statutory Discrimination Claims (ORS Chapter 659A) — Oregon's anti-discrimination statute 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; or expunged juvenile record (ORS 659A.030).
2. Retaliation Claims — Oregon law prohibits employers from retaliating against employees for exercising legally protected rights, including ORS 659A.040 (workers' compensation), ORS 654.062 (workplace safety violations), and ORS 659A.199 et seq. (whistleblower activity).
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.
Oregon's wrongful termination deadlines are strict, and missing one can end your claim. Most discrimination and retaliation claims under ORS 659A must be filed with BOLI within 1 year. Employees may file a civil lawsuit (ORS 659A claims) directly in court within 2 years. For 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. Because deadlines vary by claim type, it's best to speak with a legal professional as soon as possible.
Employees who prevail in an Oregon wrongful termination case may recover a range of damages. These generally include back pay, front pay, compensatory damages, punitive damages, reinstatement, and attorney's fees and costs. Because every case is unique, a legal professional can review your losses during a free case review.
Wilshire Law Firm is an award-winning, nationally recognized team that guides Oregon workers through every stage of a wrongful termination case. Our approach includes listening carefully during confidential consultations, evaluating claims under state and federal frameworks to identify the strongest legal theories, gathering relevant documentation and evidence, navigating administrative processes or pursuing litigation strategically, negotiating assertively with opposing counsel, and taking cases to trial when settlements prove inadequate. The firm serves clients throughout Oregon, and there are no fees unless you get paid. If you were terminated in Washington, our Washington wrongful termination lawyers can help.
$1.7M
$1.1M
$1.1M
$1.0M
$1.0M
$0.8M
$0.8M
$0.8M
$0.7M
$0.7M
$0.6M
$0.5M
$0.5M
$0.5M
$0.5M
$0.4M
$0.4M
$0.4M
$0.4M
$0.4M
$0.4M
$0.4M
$0.4M
$0.4M
$0.3M
$0.3M
$0.3M
$0.3M
$0.3M
$0.3M
Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
What Qualifies as Wrongful Termination in Oregon?
Not every unfair firing qualifies as wrongful termination under Oregon law — the distinction centers on whether a termination is illegal rather than merely unjust. You may have a wrongful termination claim in Oregon if you were fired after reporting harassment or discrimination, while on protected leave, following a workers' compensation claim, due to a disability without consideration of accommodation, after reporting illegal conduct, based on a protected characteristic, or in violation of an employment contract. Signs your termination may have been illegal include: inconsistent or shifting reasons that conflict with your performance history; timing that coincides with protected leave or a complaint; disparate treatment compared to similarly situated employees outside your protected class; multiple explanations for the firing; and positive reviews preceding your termination. To find out whether your firing was unlawful, contact Wilshire Law Firm for a free case review.
Start Your Free Wrongful Termination Case Review
- Available 24/7
- Hablamos Español
- Nationally-Recognized Powerhouse Team
As seen in:
We'll contact you within minutes
No fees unless you get paid.
Wrongful Termination 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.
Yes. Oregon follows the at-will employment doctrine, meaning an employer can generally end employment for many reasons or no reason. But at-will has important limits: employers cannot fire workers for discriminatory or retaliatory reasons, or in violation of public policy, under ORS 659A and Oregon common law.
A termination may be unlawful if it was based on a protected characteristic, was retaliation for protected activity such as reporting harassment or taking protected leave, or violated public policy. Oregon's ORS 659A prohibits discriminatory and retaliatory discharge. Warning signs include being fired shortly after a complaint or being given shifting reasons for the decision.
A discrimination- or retaliation-based wrongful termination complaint generally must be filed with BOLI within one year of the termination. If you file a civil lawsuit instead, a separate statutory deadline applies, so confirm it promptly because deadlines have exceptions that can change the time you have. Do not wait to get advice.
Not necessarily. Oregon law allows many wrongful termination claims to be filed directly in court without first completing a BOLI complaint. The two paths carry different procedures and deadlines, and a statutory deadline applies to a court lawsuit, so confirm yours promptly. An attorney can help you choose the right route. The best way to evaluate your claim is to speak with an employment attorney.