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Capital City
Salem
Timezone
PST
(
-8
)
Paid Leave
None
Income Tax
4.75% - 9.9%
Employer Tax
8.8%
Capital City
Salem
Timezone
PST
(
-8
)
Paid Leave
None
Income Tax
4.75% - 9.9%
Employer Tax
8.8%
Oregon offers a skilled workforce, especially in tech, healthcare, and manufacturing.
Its no-sales-tax policy and strong infrastructure support business growth.
A high quality of life attracts top talent to the state.
Yes, to employ workers in Oregon, you are required to obtain both a Federal Employer Identification Number (EIN) and an Oregon Business Identification Number (BIN). A BIN is assigned by the Oregon Department of Revenue and is used for reporting and paying Oregon payroll taxes, including state income tax withholding, unemployment insurance, and other employer-related taxes.
A typical workweek is 40 hours
There is no state-mandated definition of "full-time," this range aligns with both state and federal standards. Full-time employment is generally considered to be working 30 to 40 hours per week.
There is no legally mandated probationary period for employees. However, it is common for employers to implement a probationary period at the start of employment, typically lasting 30, 60, or 90 days.
Oregon's minimum wage rates are structured based on geographic regions:
Oregon enforces comprehensive anti-discrimination laws to ensure fair treatment across various domains, including employment, housing, and public accommodations. These laws are designed to protect individuals from discrimination based on specific protected characteristics.
Oregon does not mandate a specific frequency, employers must establish a regular pay schedule and adhere to it. Employers often choose weekly, bi-weekly, semi-monthly, or monthly payroll cycles, depending on their business needs.
All contributions listed above align with the quarterly Form OQ deadlines.
OregonSaves, launched in 2017, is a state retirement program for private-sector workers without employer plans. Employees are auto-enrolled at 5% (adjustable or opt-out), with post-tax contributions and tax-free withdrawals. Accounts are portable, staying with individuals across jobs.
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In Oregon, employers are required to provide certain benefits to employees, ensuring compliance with state and federal laws.
Part-time employees may be eligible for certain benefits, though eligibility and specific offerings depend on the employer's policies and state requirements.
Employers in Oregon are not required to offer a 401(k) plan specifically. However, employers who do not offer a retirement plan, such as a 401(k), are required to facilitate the OregonSaves program, a state-sponsored retirement savings plan.
Vacation leave is not mandatory in Oregon. Employers are not required by state law to provide paid or unpaid vacation time to employees.
In Oregon, there is no state law requiring employers to provide paid vacation or general Paid Time Off (PTO). However, certain types of leave, such as sick leave and family leave, are mandatory.
In Oregon, maternity leave is covered under both the Oregon Family Leave Act (OFLA) and the Paid Leave Oregon program, providing eligible employees with unpaid and paid leave options, respectively.
Oregon Family Leave Act (OFLA):
Paid Leave Oregon:
Federal Family and Medical Leave Act (FMLA):
In Oregon, paternity leave is covered under the Oregon Family Leave Act (OFLA) and the Paid Leave Oregon program, giving new fathers the opportunity to take time off to bond with a newborn or adopted child.
Applies to employers with 50 or more employees. Employees must have worked at least 1,250 hours over the past 12 months to qualify. Up to 12 weeks of unpaid leave per year, including for bonding with a new child.
In Oregon, sick leave is mandatory for most employees, with specific requirements based on employer size.
Employees accrue 1 hour of sick leave for every 30 hours worked. Maximum 40 hours a year.
In Oregon, military leave is protected by both state and federal laws, ensuring that employees who serve in the military or National Guard can take time off without risking their jobs.
Employers are required by law to provide leave for employees summoned to serve on a jury. Oregon law prohibits employers from terminating, disciplining, or retaliating against employees for taking time off to serve on a jury. Employers are not obligated to pay employees during jury duty leave, though some may choose to do so as part of their company policy.
In Oregon, parental leave is covered under both the Oregon Family Leave Act (OFLA) and Paid Leave Oregon, giving parents job-protected leave to care for and bond with a new child.
Oregon is an at-will employment state, meaning that employers can terminate employees at any time, for any lawful reason, or for no reason at all, unless there’s a contract stating otherwise. Termination cannot be based on illegal reasons, such as discrimination or retaliation, or breach of any employment contract.
Oregon does not require employers to provide advance notice before terminating an employee. However, some employers may offer notice as part of their company policy or contracts. For large-scale layoffs (50 or more employees in a 30-day period), the federal WARN Act may apply, requiring 60 days of advance notice for mass layoffs and plant closures.
Oregon does not mandate severance pay for terminated employees. It is typically offered at the discretion of the employer.
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As of January 1, 2024, Oregon’s minimum wage rates are:
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