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In Oregon, overtime is counted by the week. Large retail, hospitality and food service employers also schedule 14 days ahead.

What do Oregon labor laws require when you schedule and pay hourly employees?

Verified on November 12, 2026 against the Bureau of Labor and Industries' pages and its administrative rules·What changed on this page

$16.80

an hour inside the Portland metro urban growth boundary, through June 30, 2027; $15.55 standard and $14.55 non-urban145

40hours

in the workweek before most employers owe time and a half; manufacturing sites and some canneries also count overtime after 10 hours a day267

14days

of written notice of the schedule at retail, hospitality and food services employers with 500 or more employees worldwide38

What do Oregon labor laws change in the schedule and the pay?

Most Oregon employers pay 1.5 times the regular rate for hours over 40 in the workweek2. There is no daily overtime in most cases, but manufacturing establishments owe overtime after 10 hours in a day, and special rules apply to canneries, some hospital employees and public works6.

A non-exempt employee's work period of 6 hours or more needs a meal period of at least 30 minutes, and each four-hour segment or major part of one a paid 10-minute rest period910.

Through June 30, 2027, the minimum wage is $16.80 an hour in the Portland metro area, $15.55 standard and $14.55 non-urban145. Retail, hospitality and food services employers with 500 or more employees worldwide post schedules 14 days ahead83.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Oregon Bureau of Labor and Industries or a qualified advisor.

Which dates change the rules in Oregon?

  1. Schedules go out 14 days ahead

    Covered employers' notice moved from 7 to 14 calendar days11.

  2. Bureau enforcement of hospital meal and rest periods

    ORS 653.258 became operative, covering direct-care nurses and professional, technical and service staff12.

  3. Minimum wage: $16.80, $15.55 and $14.55

    By location: Portland metro, standard and non-urban145.

  4. Agricultural overtime after 40 hours

    Down from 48 hours in one workweek since January 1, 202513.

  5. Current minimum wage rates end

    Increases are based on inflation (if applicable) and take effect on July 1 of each year144.

Past or upcoming as of November 12, 2026.

What changes in the week in Oregon?

When you build the schedule

A workweek is a regularly recurring period of seven consecutive 24-hour periods, starting on any day and hour the employer chooses, as long as it repeats15. Overtime is counted on hours actually worked, not on paid leave, unless a policy, contract or union agreement says otherwise16.

For most adults there is no daily limit on hours. In the bureau's words, employers may in theory schedule seven days a week, 24 hours a day, as long as minimum wage and overtime laws are observed; minors have their own limits17. Outside the manufacturing consent and bakery notice rules below, the employer may require overtime18.

Covered retail, hospitality and food services employers give 14 calendar days' notice of the schedule, pay extra for later changes they ask for, and schedule no work in the 10 hours after the previous day's shift unless the employee asks or agrees31920.

When people clock in and take breaks

A work period of 6 or more hours needs a meal period of at least 30 minutes, relieved of all duties; when exceptional circumstances mean the employee works during it, the whole meal period is paid9. For a work period of at least six but less than seven hours it falls after the second hour and before the fifth begins, and for one of more than seven hours after the third and before the sixth begins21. A work period of 14 hours or more brings an additional meal period9.

Each segment of four hours or major part of one carries a paid rest period of at least 10 minutes, in the middle of the segment where possible, never added to a meal period or taken off the start or end of the shift10. An 8-hour work period carries two rest breaks and one meal break22.

The bureau lists four exceptions to the meal period. One is undue hardship: when the employer can demonstrate it, the employee still gets paid time to eat, rest and use the restroom, and every rest period, and the employer gives each affected employee notice on the bureau's form and keeps a copy23.

In payroll

The minimum wage follows the work location: $16.80 an hour in the Portland metro area, $15.55 standard and $14.55 non-urban, through June 30, 2027145.

An employer with a fixed location pays that location's rate when the employee works on site at least 50% of the pay period. Otherwise it may track hours by region or pay all hours at the highest regional rate24. Hours worked from 12:01 a.m. on July 1 are paid at the new rate25.

When someone calls in sick

Employees earn at least 1 hour of sick time for every 30 hours worked, up to 40 hours a year, or the employer front-loads at least 40 hours26. It is paid when the employer has 10 or more Oregon employees, or six or more with a location in Portland27.

Use can start after 90 days of employment28, and the balance goes to the employee in writing at least every three months29.

The bureau says an employer's policy may limit use to 40 hours a year, limit carry-over to 40 hours and cap total accrual balances at 80 hours30.

Watch for

  • Who the scheduling law leaves out. Employees whose primary duties are not retail, hospitality or food service, exempt salaried staff, and workers supplied by worker leasing companies or by businesses that provide services to or on behalf of an employer are neither covered nor counted toward 50031. The rules define that last term; whether a contractor's staff are covered is a question for your counsel32.
  • Rest periods. None is required for an adult working alone in a retail or service establishment for less than five hours in any 16 continuous hours, when all the bureau's conditions are met33. Minors' rest breaks are 15 minutes rather than 1034.
  • Union agreements. The scheduling law's extra pay is not owed where a collective bargaining agreement in force at the site gives an equal or better remedy35.

Oregon predictive scheduling law: notice, rest between shifts and pay for changes

When you also staff WashingtonWashington labor laws: what changes the schedule and the payWashington's minimum wage goes to $17.73 on January 1, 2027. Overtime is weekly, after 40 hours. Seattle, SeaTac and other cities add their own rules.See the ruleWhen a state counts the day tooAlaska labor laws: what changes the schedule and the payAlaska pays most employees overtime after 8 hours in a day and after 40 in a week, with exemptions. The minimum wage goes to $15.00 on July 1, 2027.See the ruleWhen you run stores in several statesPredictive Scheduling Laws by State: 11 Jurisdictions, 2026Oregon is the only statewide mandate; 10 cities and counties have their own. Notice windows, predictability pay and thresholds for all 11 jurisdictions.Read

What changes for manufacturing and hospitals in Oregon?

Manufacturing

Employees of mills, factories and manufacturing establishments earn overtime by the day and by the week, whichever is greater36. Overtime starts after 10 hours in a day6.

Manufacturing employees may work no more than 13 hours in a 24-hour period, and get at least 10 hours of rest after any shift of at least 8 hours, with exceptions for disruptions caused by a power outage, major equipment breakdown, severe weather or a similar emergency outside the employer's control37.

Workers not processing perishable goods can be scheduled up to 55 hours a week, and up to 60 with their written consent38, which they can withdraw at any time; the employer may not require, pressure or coerce work beyond 55 hours39.

The bureau says employees employed in canneries, driers and packing plants not located on farms and primarily processing products produced on that farm are paid 1.5 times the regular rate for hours over 10 in a day or 40 in a workweek7.

Watch for

  • Who the daily rule leaves out. The bureau says daily overtime does not apply to employees represented by a union where limits on hours and overtime pay have been agreed, nor to some employees making necessary repairs, working in an emergency where life or property is in imminent danger, whose principal duties are administrative, or not engaged in the direct processing of goods in the usual course of their duties40.
  • Bakeries and tortilla factories. No adverse action for refusing a mandatory overtime shift unless the employer gave at least five days' advance notice, with the date and time41.

Hospitals

In an acute inpatient care facility, a work period of more than seven and less than ten hours has its meal period after the third hour and before the sixth; one of ten hours or more, after the third hour and before the end of the ninth42.

ORS 653.258 lets the bureau enforce meal and rest periods for direct-care nurses and professional, technical and service staff, unless a collective bargaining agreement gives a monetary remedy for missed periods12. In some situations the bureau's meal and rest rules do not apply to nurses who provide acute care in hospitals43.

Some hospital employees have special overtime rules6. This page does not cover Oregon's hospital nurse staffing law.

What does an employer have to be able to show?

Oregon's rules ask for each employee's time records for at least 2 years from the last entry, and payroll records for at least 3 years44.

Covered scheduling employers keep records of compliance for at least 3 years: the schedules given and posted, written change requests, good faith estimates, standby list consents and just-cause documents for hours cut for discipline45.

What does the law leave open?

Whether a site is a manufacturing establishment. The bureau defines manufacturing as the process of using machinery to transform materials, substances or components into new products36. Whether a given site or job falls inside that definition, and so under the daily overtime and hour limits, is a question for your counsel.

What do the bureau and its rules say exactly?

(4) Pursuant to ORS 652.750, an employer must keep an employee’s time records for not less than two years from the last date of entry and an employee’s payroll records for not less than three years from the last date of entry.
OAR 839-020-0083(4) · official text · source 44
Bureau of Labor and Industries, Overtime daily overtime and the special rules
Are employees owed overtime after a certain number of hours worked in a day? In most cases, no. Even an employee who works 24 hours in one day will be owed no overtime if he works no more than 40 hours in the workweek. However, employees of manufacturing establishments must receive overtime after 10 hours in a day. Special overtime rules also apply to certain work contracted for by government agencies, public works projects, canneries and some hospital employees.
Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), worker questions · official text · source 6
Bureau of Labor and Industries, Overtime time and a half after 40
Most employers must pay overtime at the rate of 1.5 times the worker’s regular pay rate for all hours worked over 40 in the workweek
Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), summary · official text · source 2
Bureau of Labor and Industries, Manufacturing 13 hours and 10 hours of rest
Employees of a manufacturing establishments may work no more than 13 hours a day (a period of 24-hours). They must also receive at least 10 hours of rest after the end of any shift of at least 8 hours. (There are exceptions here for work required because of disruptions in operations caused by a power outage, major equipment breakdown, severe weather or similar emergency outside the employer’s control.)
Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265) · official text · source 37
Bureau of Labor and Industries, Meals and breaks meal periods
Meal periods of at least 30 minutes must be provided to non-exempt employees who work 6 or more hours in one work period. No meal period is required if the work period is less than 6 hours. Additional meal periods are required to be provided to employees who work 14 hours or more in a shift. Employees are required to be relieved of all duties during the meal period. Under exceptional circumstances, however, the law allows an employee to perform duties during a meal period. When that happens, the employer must pay the employee for the whole meal period.
Bureau of Labor and Industries, Meals and breaks (ORS 653.261), meal periods · official text · source 9
Bureau of Labor and Industries, Meals and breaks rest periods
Oregon law requires an employer-paid rest period of not less than 10 minutes for every segment of four hours or major part thereof (two hours and one minute through four hours) worked in one work period. This time must be taken in addition to and separately from required meal periods. The rest period should be taken as nearly as possible in the middle of the work segment. It is prohibited for an employer to allow employees to add the rest period to a meal period or to deduct rest periods from the beginning or end of the employee’s work shift.
Bureau of Labor and Industries, Meals and breaks (ORS 653.261), rest breaks · official text · source 10
Bureau of Labor and Industries, Oregon Minimum Wage the Portland metro rate
For July 1, 2026, through June 30, 2027, those rates are: […] $16.80 per hour - Portland metro
Bureau of Labor and Industries, Oregon Minimum Wage (ORS 653.025), Portland metro · official text · source 1
Bureau of Labor and Industries, Sick time accrual
Employees earn at least 1 hour of protected sick time for every 30 hours of work, up to 40 hours per year. (Employers can choose to front-load at least 40 hours of sick time at the beginning of the year.)
Bureau of Labor and Industries, Sick time (ORS 653.601 to ORS 653.661) · official text · source 26
OAR 839-026-0030(2) 14 days' notice
(2) For existing employees who are not returning from a leave of absence, the employer shall provide each employee with a written work schedule at least seven (7) calendar days before the first day of the work schedule. Beginning on July 1, 2020, the employer shall provide each employee with a written work schedule at least 14 calendar days before the first day of the work schedule.
OAR 839-026-0030(2) · official text · source 11

How does a system hold the hour rules?

In Oregon, weekly overtime and a manufacturing site's daily limits land on the same schedule and the same timecard. This is how WorkAxle holds them:

  1. Daily and weekly hours, consecutive days and rest between shifts are set up as rules, each with its start date.
  2. While the schedule is built, the platform flags each shift that breaks one of those rules and names the rule. The supervisor decides.
  3. Each clock-in and clock-out is recorded with its time, and at the close of the period hours come out classified by your rules, ready for your payroll system.

The supervisor keeps the last word.

What can you check this week?

  • List each site by minimum wage area and check last week's lowest rate against $16.80, $15.55 or $14.55145.
  • Pull three timecards and check each work period of 6 hours or more has its meal period in the window the bureau sets921.
  • At manufacturing sites, mark every day with more than 10 hours worked and every 24-hour period past 13637.
  • If you run retail, hospitality or food services with 500 or more employees worldwide, check when last month's schedules went out83.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Oregon Bureau of Labor and Industries or a qualified advisor.

Frequently asked questions

Does Oregon have daily overtime?

In most cases, no: an employee who works no more than 40 hours in the workweek is owed no overtime. Manufacturing establishments owe overtime after 10 hours in a day, and special overtime rules also apply to some government contracts, public works, canneries and some hospital employees6.

What is the Oregon minimum wage?

From July 1, 2026 through June 30, 2027: $16.80 an hour in the Portland metro area, $15.55 standard and $14.55 non-urban145. Increases are based on inflation (if applicable) and take effect on July 1 of each year14.

What breaks are required in Oregon for an 8-hour shift?

Two paid rest breaks of 10 minutes and one unpaid meal break of 30 minutes22.

Can an Oregon employer schedule seven days a week?

For most adult workers, the bureau says that in theory they may schedule seven days a week, 24 hours a day, as long as minimum wage and overtime laws are observed. Manufacturing employees are limited to 13 hours of work in a 24-hour period17, and large retail, hospitality and food service employers schedule no work in the 10 hours after the previous day's shift unless the employee asks or agrees20.

Does Oregon have a predictive scheduling law?

Yes. Retail, hospitality and food services employers with 500 or more employees worldwide give at least 14 calendar days' written notice of the schedule83, and pay extra for changes they ask for inside that notice period, unless an exception applies1946.

How much sick time does Oregon require?

At least 1 hour for every 30 hours worked, up to 40 hours a year26. It is paid when the employer has 10 or more Oregon employees, or six or more with a location in Portland27. An employer's policy may limit carry-over to 40 hours and cap balances at 8030.

How long must Oregon employers keep time records?

Time records for at least 2 years from the last entry, and payroll records for at least 3 years44.

https://www.workaxle.com/compliance-center/united-states/oregon

Sources

  1. Bureau of Labor and Industries, Oregon Minimum Wage (ORS 653.025), Portland metro. “For July 1, 2026, through June 30, 2027, those rates are: […] $16.80 per hour - Portland metro”https://www.oregon.gov/boli/workers/pages/minimum-wage.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  2. Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), summary. “Most employers must pay overtime at the rate of 1.5 times the worker’s regular pay rate for all hours worked over 40 in the workweek”https://www.oregon.gov/boli/employers/Pages/overtime.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  3. Bureau of Labor and Industries, Predictive scheduling (ORS 653.412 to ORS 653.485), advance notice. “Advance notice of work schedule. The employer must provide an employee with a work schedule, in writing, at least 14 calendar days before the first day on the schedule. The work schedule must be posted in a conspicuous and accessible location.”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  4. Bureau of Labor and Industries, Oregon Minimum Wage (ORS 653.025), standard counties. “For July 1, 2026, through June 30, 2027, those rates are: […] $15.55 per hour - Standard”https://www.oregon.gov/boli/workers/pages/minimum-wage.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  5. Bureau of Labor and Industries, Oregon Minimum Wage (ORS 653.025), non-urban counties. “For July 1, 2026, through June 30, 2027, those rates are: […] $14.55 per hour - Non-urban”https://www.oregon.gov/boli/workers/pages/minimum-wage.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  6. Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), worker questions. “Are employees owed overtime after a certain number of hours worked in a day? In most cases, no. Even an employee who works 24 hours in one day will be owed no overtime if he works no more than 40 hours in the workweek. However, employees of manufacturing establishments must receive overtime after 10 hours in a day. Special overtime rules also apply to certain work contracted for by government agencies, public works projects, canneries and some hospital employees.”https://www.oregon.gov/boli/employers/Pages/overtime.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  7. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “Employees “employed in" canneries, driers and packing plants NOT located on farms and primarily processing products produced on that farm are required to be paid for any hours worked over 10 in a day or 40 hours in a workweek at one and one-half times the employee's regular rate of pay.”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  8. Bureau of Labor and Industries, Predictive scheduling (ORS 653.412 to ORS 653.485), employer questions. “Employees of retail, hospitality or food services establishments (including chains and integrated enterprises) that employ 500 or more employees worldwide who are primarily engaged in providing retail, hospitality or food services are covered.”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  9. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), meal periods. “Meal periods of at least 30 minutes must be provided to non-exempt employees who work 6 or more hours in one work period. No meal period is required if the work period is less than 6 hours. Additional meal periods are required to be provided to employees who work 14 hours or more in a shift. Employees are required to be relieved of all duties during the meal period. Under exceptional circumstances, however, the law allows an employee to perform duties during a meal period. When that happens, the employer must pay the employee for the whole meal period.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  10. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), rest breaks. “Oregon law requires an employer-paid rest period of not less than 10 minutes for every segment of four hours or major part thereof (two hours and one minute through four hours) worked in one work period. This time must be taken in addition to and separately from required meal periods. The rest period should be taken as nearly as possible in the middle of the work segment. It is prohibited for an employer to allow employees to add the rest period to a meal period or to deduct rest periods from the beginning or end of the employee’s work shift.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  11. OAR 839-026-0030(2). “(2) For existing employees who are not returning from a leave of absence, the employer shall provide each employee with a written work schedule at least seven (7) calendar days before the first day of the work schedule. Beginning on July 1, 2020, the employer shall provide each employee with a written work schedule at least 14 calendar days before the first day of the work schedule.”https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=4706 · Oregon Administrative Rules (Bureau of Labor and Industries), as published by the Secretary of State · Verified on November 12, 2026
  12. Bureau of Labor and Industries, Meals and breaks, hospital staff (ORS 653.258). “HB 2697 updated ORS 653.261 and created ORS 653.258, which expressly allows BOLI to enforce rules regarding meal periods and rest periods for almost all hospital staff. ORS 653.258 became operative on June 1, 2025. […] ORS 653.258 applies to registered nurses who provide direct care, professional staff, technical staff, and service staff employees as defined under ORS 441.760, unless that individual is covered by a collective bargaining agreement that includes a monetary remedy for missed meal and rest periods.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  13. Bureau of Labor and Industries, Minimum wage and overtime in agriculture (HB 4002, 2022). “As of January 1, 2025, employers will be required to pay overtime to agricultural workers after they work 48 hours in one workweek. […] Starting January 1, 2027, employers will be required to pay overtime to agricultural workers after they work 40 hours in one workweek.”https://www.oregon.gov/boli/employers/Pages/minimum-wage-and-overtime-in-agriculture.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  14. Bureau of Labor and Industries, Oregon Minimum Wage. “Increases to the minimum wage are based on inflation (if applicable) and take effect on July 1st of each year.”https://www.oregon.gov/boli/workers/pages/minimum-wage.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  15. Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), employer questions. “A "workweek" is a regularly recurring period of seven consecutive 24-hour periods. It may begin on any day and hour the employer chooses as long as it repeats on a regular basis.”https://www.oregon.gov/boli/employers/Pages/overtime.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  16. Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), worker questions. “Overtime is calculated based on hours actually worked, and in this scenario you worked only 35 hours during the workweek. Unless a policy, contract or collective bargaining agreement states otherwise, you do not get overtime pay if you used sick leave, vacation time, holidays, or other paid time and did not actually work.”https://www.oregon.gov/boli/employers/Pages/overtime.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  17. Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), worker questions. “Is there a maximum number of hours I can work during a day? For most adult workers, there are no limits on daily work hours. Theoretically, employers may schedule employees to work seven days a week, 24 hours per day, so long as minimum wage and overtime laws are observed. Manufacturing employees are limited to 13 hours of work in a 24-hour period. There are also daily and weekly limitations on the hours minors (employees under 18) can work.”https://www.oregon.gov/boli/employers/Pages/overtime.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  18. Bureau of Labor and Industries, Overtime (ORS 653.010 to ORS 653.261), worker questions. “Can my employer require me to work overtime? Yes. Your employer may dictate your work schedule and hours. Employers may discipline or even terminate employees who refuse to work scheduled overtime.”https://www.oregon.gov/boli/employers/Pages/overtime.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  19. Bureau of Labor and Industries, Predictive scheduling (ORS 653.412 to ORS 653.485), compensation for work schedule changes. “Compensation for work schedule changes. An employer is required to provide compensation to an employee for each employer-requested change that occurs to a written work schedule without advance notice (14 calendar days prior to the beginning of the workweek in which the change occurs) as follows: One hour at the regular rate of pay, in addition to wages earned when the employer: Adds more than 30 minutes of work to the employee’s shift; Changes the date or start time or end time of the employee’s work shift with no loss of hours; or Schedules the employee for an additional work or on-call shift. One-half times the employee’s regular rate of pay, per hour, for each scheduled hour that the employee does not work when the employer: Subtracts hours from the employee’s work shift before or after the employee reports for duty; Changes the date or start time or end time of the employee’s shift, resulting in a loss of work shift hours; Cancels the employee’s work shift; or Does not ask the employee to perform work when the employee is scheduled for an on-call shift.”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  20. Bureau of Labor and Industries, Predictive scheduling (ORS 653.412 to ORS 653.485), right to rest between shifts. “Right to rest between shifts. Unless the employee requests or consents to work such hours, the employer may not schedule or require an employee to work during: The first 10 hours following the end of a previous calendar day’s work or on-call shift; or The first 10 hours following the end of a work or on-call shift that spanned two calendar days. The employer must compensate the employee for each hour or portion of an hour that the employee works during the first 10-hour periods listed above at the rate of one and one-half times the employee’s regular rate of pay. This premium pay provision does not apply to any hour or portion of an hour worked during which the employee is providing offsite repair assistance to a motorist with a disabled vehicle (roadside assistance).”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  21. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), meal periods. “Yes; if the work period is at least six hours but less than seven hours, the meal period is to be taken after the second hour worked and prior to the commencement of the fifth hour worked. If the work period is more than seven hours, the meal period is to be taken after the third hour worked and prior to the commencement of the sixth hour worked.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  22. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), summary. “For each 8-hour work period you get these breaks free from work responsibilities: Two 10 minute paid rest breaks One 30 minute unpaid meal break”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  23. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), meal periods. “Yes; there are four exceptions to the requirement that an employee be provided with a 30-minute meal period in which the employee is relieved of all duties. They are as follows: […] Providing a 30-minute, unpaid meal period where the employee is relieved of all duties would impose an undue hardship on the operation of the employer’s business. When an employer can demonstrate that providing an employee a meal period would impose an undue hardship on the operation of the business and does not provide the full 30-minute meal period, employees must still be provided with adequate time to consume a meal, rest and use the restroom, and must be paid for this time, in addition to being provided all rest periods required by law for the number of hours worked in any given shift. In addition, the employer must give notice to each employee affected by the undue hardship provision on a form prescribed by BOLI and maintain a copy of the notice for the duration of the employee’s employment and for at least six months after the termination date of the employee.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  24. Bureau of Labor and Industries, Oregon Minimum Wage, employer questions. “Employers with a fixed location pay the regional rate applicable to that location whenever an employee works on site at least 50% of the pay period. […] If such an employee performs work in more than one region, an employer may track the hours worked in each region and pay the corresponding regional rates. Alternatively, employers may pay all hours at the highest of the regional rates applicable to the employee’s work in that pay period.”https://www.oregon.gov/boli/workers/pages/minimum-wage.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  25. Bureau of Labor and Industries, Oregon Minimum Wage, employer questions. “Note: For a minimum wage employee whose work period or work day straddles June 30 and July 1, there will be two different rates of pay. The hours worked on or after 12:01 a.m. on July 1 must be paid at the newest applicable rate.”https://www.oregon.gov/boli/workers/pages/minimum-wage.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  26. Bureau of Labor and Industries, Sick time (ORS 653.601 to ORS 653.661). “Employees earn at least 1 hour of protected sick time for every 30 hours of work, up to 40 hours per year. (Employers can choose to front-load at least 40 hours of sick time at the beginning of the year.)”https://www.oregon.gov/boli/workers/Pages/sick-time.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  27. Bureau of Labor and Industries, Sick time (ORS 653.601 to ORS 653.661). “Protected sick leave is also paid time when an employer has 10 or more Oregon employees (six or more if they have a location in Portland).”https://www.oregon.gov/boli/workers/Pages/sick-time.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  28. Bureau of Labor and Industries, Sick time (ORS 653.601 to ORS 653.661). “Employees may begin taking sick time after 90 days of employment.”https://www.oregon.gov/boli/workers/Pages/sick-time.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  29. Bureau of Labor and Industries, Sick time (ORS 653.601 to ORS 653.661). “Employers must inform employees how much sick time they have earned and available in writing at least every three months.”https://www.oregon.gov/boli/workers/Pages/sick-time.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  30. Bureau of Labor and Industries, Sick time (ORS 653.601 to ORS 653.661). “Under the sick time law, employers may include language in their sick time policy that limits an employee’s use of sick time to 40 hours in any given year. Similarly, employer policies may also limit carry-over of unused sick time from one year to the next to up to 40 hours a year and cap total accrual balances to 80 hours.”https://www.oregon.gov/boli/workers/Pages/sick-time.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  31. Bureau of Labor and Industries, Predictive scheduling (ORS 653.412 to ORS 653.485), employer questions. “Note that employees whose primary duties do not relate to retail, hospitality or food service operations; salaried employees who are exempt from minimum wage and workers supplied by worker leasing companies or businesses that provide services to or on behalf of an employer are not covered or counted toward the 500 employee threshold.”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  32. OAR 839-026-0000(2), (11). “(2) “Business that provides services to or on behalf of an employer,” as used in ORS 653.412(2)(b)(C), means a business that is wholly distinct from and ancillary to the covered employer’s primary business function of providing retail, hospitality or food services. […] (11) “Worker leasing company,” as used in ORS 653.412(2)(b)(B), means a worker leasing company, as defined in ORS 656.850(1), that is licensed as required by ORS 656.855.”https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=4706 · Oregon Administrative Rules (Bureau of Labor and Industries), as published by the Secretary of State · Verified on November 12, 2026
  33. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), rest breaks. “An employer is not required to provide a rest period to an employee when all of the following conditions are met: The employee is 18 years of age or older; The employee works less than five hours in any period of 16 continuous hours; The employee is working alone; The employee is employed in a retail or service establishment, i.e., a place where goods and services are sold to the general public, not for resale; and ​The employee is allowed to leave the employee’s assigned station when the employee must use the restroom facilities.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  34. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), rest breaks. “Rest breaks for all minors are 15 minutes rather than 10.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  35. OAR 839-026-0060. “An employer is not required to pay an employee the compensation described in ORS 653.442 or 653.455 when the employee is covered by a collective bargaining agreement or other collectively-bargained contract that is in force at the employee’s work site and that provides the employee a remedy equal to or better than the remedy provided by ORS 653.442 or 653.455.”https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=4706 · Oregon Administrative Rules (Bureau of Labor and Industries), as published by the Secretary of State · Verified on November 12, 2026
  36. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “Employees of mills, factories, and manufacturing establishments may not work beyond daily and weekly limits on hours worked. They also earn overtime on a daily basis as well as a weekly basis, whichever is greater. […] A “manufacturing establishment” means an establishment engaged in manufacturing. “Manufacturing” means the process of using machinery to transform materials, substances or components into new products.”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  37. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “Employees of a manufacturing establishments may work no more than 13 hours a day (a period of 24-hours). They must also receive at least 10 hours of rest after the end of any shift of at least 8 hours. (There are exceptions here for work required because of disruptions in operations caused by a power outage, major equipment breakdown, severe weather or similar emergency outside the employer’s control.)”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  38. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “General Maximum Work Hours for Manufacturing Workers: Manufacturing workers that are not processing perishable goods can be scheduled to work up to 55 hours per week. Beyond 55 hours, the employer must garner consent in writing to work a maximum of 60 hours per week.”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  39. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “Yes, you can withdraw your consent to work more than 55 hours per week at any time. […] Your employer may not require, pressure or coerce you into working beyond 55 hours in a week.”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  40. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “Daily overtime would not apply to employees who are represented by a labor organization for purposes of collective bargaining, provided limits on the required hours of work and overtime payment have been agreed upon. In addition, specific types of employees are exempt — primarily employees engaged in making necessary repairs or in the case of emergency where life or property is in imminent danger; or employees whose principal duties are administrative in nature or who are not engaged in the direct processing of goods in the usual course of their duties.”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  41. Bureau of Labor and Industries, Overtime in manufacturing and canneries (ORS 652.020, ORS 653.265). “an employer may not take adverse employment action against an individual employed in a bakery and tortilla factory for refusing to work a mandatory overtime shift unless the employer has provided at least five days’ advance notice (including the date and time of the overtime shift).”https://www.oregon.gov/boli/employers/Pages/overtime-manufacturing-and-canneries.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  42. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), meal periods. “For employees of an acute inpatient care facility, if the work period is more than seven hours, but less than ten hours, the meal period must be taken after the conclusion of the third hour worked and completed prior to the commencement of the sixth hour worked. If the work period is ten hours or more, the meal period must be taken after the conclusion of the third hour worked and completed prior to the conclusion of the ninth hour worked.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  43. Bureau of Labor and Industries, Meals and breaks (ORS 653.261), hospital staff. “Note: Under ORS 653.261(3), in some situations BOLI’s meal and rest break rules do not apply to nurses who provide acute care in hospital settings.”https://www.oregon.gov/boli/workers/Pages/meals-and-breaks.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  44. OAR 839-020-0083(4). “(4) Pursuant to ORS 652.750, an employer must keep an employee’s time records for not less than two years from the last date of entry and an employee’s payroll records for not less than three years from the last date of entry.”https://secure.sos.state.or.us/oard/view.action?ruleNumber=839-020-0083 · Oregon Administrative Rules (Bureau of Labor and Industries), as published by the Secretary of State · Verified on November 12, 2026
  45. OAR 839-026-0050(1)-(2). “(1) An employer is required to retain records that document the employer’s compliance with ORS 653.412 to 653.485 and these rules for a period of not less than three years. Records may be printed or stored electronically. […] (a) The written work schedules provided by the employer to employees as required by ORS 653.436(1) and the written work schedules posted as required by ORS 653.436(2); (b) An employee’s written request to change the employee’s work schedule after the employer has provided the employee with a written work schedule as required by ORS 653.436; (c) A copy of the good faith estimate of the employee’s work schedule provided to a new employee as required by ORS 653.428; (d) If, pursuant to ORS 653.432, the employer maintains a voluntary standby list, the employer’s notification to the employee about the list and the employee’s request or agreement to be included on the list; […] (f) Documents demonstrating that the employer had just cause to subtract hours from an employee’s work schedule for disciplinary reasons as required by ORS 653.455(3)(e).”https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=4706 · Oregon Administrative Rules (Bureau of Labor and Industries), as published by the Secretary of State · Verified on November 12, 2026
  46. OAR 839-026-0030(7). “(7) When an employer provides an employee with a written work schedule more than seven (7) calendar days before the first day of the work schedule (or more than 14 calendar days before the first day of the work schedule beginning July 1, 2020), and then subsequently makes changes to that schedule while there are still more than seven (7) calendar days until the first day of the schedule (or more than 14 calendar days before the first day of the schedule beginning July 1, 2020), the issuance of a written, modified work schedule is not considered to be a change to the employee’s work schedule as described in ORS 653.436(5) or ORS 653.455(2). In the case of a work schedule covering multiple workweeks, so long as any changes made to an employee’s written work schedule are provided to affected employees more than seven (7) calendar days before the first day of the workweek in which a schedule change is made (or more than 14 calendar days before the first day of the workweek in which a work schedule change is made beginning July 1, 2020), the issuance of a written, modified work schedule is not considered to be a change to the employee’s work schedule as described in ORS 653.436(5) or ORS 653.455(2).”https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=4706 · Oregon Administrative Rules (Bureau of Labor and Industries), as published by the Secretary of State · Verified on November 12, 2026

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