How many of Oregon’s employment laws apply to your business?
Find out in 2 minutes — free, no signup required.
Run Free Audit →
Oregon Employment Law Compliance Guide for Small Businesses
High Complexity
Oregon prohibits tip credits, requires paid sick leave (Oregon Sick Time Act), pay transparency in job postings, and predictive scheduling for retail/food service/hospitality employers with 500+ employees. Oregon also has strong equal pay protections and restricts salary history inquiries.
Key Numbers
TIPPED WAGE
No tip credit allowed
Compliance Requirements
⚠Pay Transparency Required
Salary ranges must be included in job postings, including internal promotions. Non-compliance triggers fines and private lawsuits.
⚠Paid Leave Mandatory
Employers must provide paid sick leave (and potentially paid family/medical leave). You must track accrual, provide notice, and display updated workplace posters.
⚠Predictive Scheduling Law
Covered employers in retail, food service, and hospitality must provide 14-day advance schedule notice. Changes within the window trigger premium pay.
⚠No Tip Credit Allowed
Oregon prohibits tip credits. All tipped employees must receive the full state minimum wage of $14.70 before tips.
Federal Thresholds That Apply in Oregon
These federal requirements apply to all Oregon employers based on headcount:
1+ employees: FLSA (wage and hour), IRCA (I-9 verification), EPPA (polygraph), USERRA (military leave)
15+ employees: Title VII (discrimination), ADA (disability), GINA (genetic information), Pregnant Workers Fairness Act
20+ employees: ADEA (age discrimination), COBRA (health continuation)
50+ employees: FMLA (12 weeks unpaid leave), ACA (affordable health coverage or $2,880/employee penalty), EEO-1 reporting
100+ employees: WARN Act (60-day notice for mass layoffs)
Find out exactly where your Oregon business is exposed
Run our free compliance audit in 60 seconds. Get a personalized risk report with specific findings and estimated financial exposure.
Run Free Compliance Audit
Free Compliance Check
Does your business meet Oregon’s requirements?
Answer 6 questions. Get a personalized risk report with every gap and estimated financial exposure — free.
Run My Free Audit →
This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a licensed attorney for advice specific to your business. Last updated March 2026.