What your Oregon employee handbook must cover — and how Handbook Generator generates a compliant handbook automatically.
Generate My Oregon Handbook →State-specific compliance built in · Free preview · $49 to download
Oregon requires employers with 10+ employees (6+ in Portland) to provide 40 hours of paid sick leave per year. Smaller employers must provide 40 hours of unpaid protected sick time. Accrual is 1 hour per 30 hours worked. Leave covers illness, preventive care, domestic violence situations, and school/childcare closures.
Oregon's Paid Leave program launched in 2023, providing up to 12 weeks of paid leave (14 for pregnancy). Funded through employer and employee payroll contributions. Covers serious health conditions, family bonding, and military needs. Your handbook must describe Oregon Paid Leave rights and premium deductions.
Oregon's Fair Work Week Act requires certain large employers (500+ employees worldwide) in retail, food service, and hotel industries to provide advance notice of schedules, premium pay for last-minute changes, and offer additional hours to existing employees before hiring new staff. Portland has additional predictive scheduling rules.
Oregon requires final wages to be paid within 5 business days if the employee is terminated or lays off. If an employee quits with less than 48 hours notice, final pay is due within 5 days (excluding weekends/holidays). If 48+ hours notice is given, final pay is due on the last day.
Oregon limits non-compete agreements: maximum 12 months, must be provided 2 weeks before hire or at signing with promotion, and must be accompanied by a bona fide advancement. Employers must provide a signed copy within 30 days of termination. Agreements not meeting these standards are void.
Oregon's Equality Act prohibits discrimination based on race, color, religion, sex, sexual orientation, national origin, marital status, age, disability, and gender identity. Covers employers with 1+ employees in most cases.
This information is for educational purposes only and does not constitute legal advice. Consult a licensed employment attorney for guidance specific to your situation.
Within 5 business days of termination (employer-initiated). If employee quits without 48-hour notice, within 5 business days. If employee gives 48+ hours notice, on the final day of work. Oregon's Bureau of Labor and Industries (BOLI) enforces these rules strictly.
Only if you have 500+ employees worldwide. Most small and mid-size restaurants are exempt from the statewide predictive scheduling law. However, check Portland's local ordinance if you operate there.
They can run concurrently when both apply. Oregon Paid Leave is paid, funded by payroll premiums. FMLA is unpaid and applies to employers with 50+ employees. Smaller Oregon employers may have Paid Leave obligations without FMLA requirements.
Handbook Generator automatically incorporates Oregon requirements. Ready in 10 minutes. $49 to download.