Wrongful Termination in Oregon: Your Rights
Understanding wrongful termination protections in Oregon. This guide covers at-will exceptions, protected classes, whistleblower protections, and how to file a claim.
Data last updated: Jan 15, 2025Key Takeaways
- At-will employment: Yes.
- Public policy exception: Recognized.
- Implied contract exception: Recognized.
- Filing deadline: 1 year for BOLI complaints; 300 days for EEOC (dual filing).
At-Will Employment in Oregon
Oregon is an at-will employment state. Employers can terminate employees for any lawful reason or no reason at all.
Recognized Exceptions
- Public policy
- Implied contract
- Statutory protections
Protected Classes
In addition to federal protections, Oregon prohibits employment discrimination based on:
- Race
- Color
- Religion
- Sex
- Sexual orientation
- Gender identity
- National origin
- Age (18+)
- Disability
- Marital status
- Family status
- Expunged juvenile record
- Injured worker status
Whistleblower Protections
Oregon Whistleblower Law provides broad protections for employees who report violations of law, mismanagement, or gross waste of funds.
Filing a Claim
Back pay, front pay, compensatory damages up to $200,000, and uncapped economic damages.
Oregon Bureau of Labor and Industries (BOLI) website
Related Resources
Frequently Asked Questions
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What is unique about Oregon's anti-discrimination law?
Oregon's law applies to employers with 1 or more employees, protects a wide range of classes, and prohibits discrimination based on expunged juvenile records.
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Does Oregon protect sexual orientation and gender identity?
Yes. Oregon was one of the first states to add comprehensive protections for sexual orientation and gender identity.
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What is the filing deadline in Oregon?
You have 1 year to file with BOLI, which is longer than most states.
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Does Oregon's law cover independent contractors?
Oregon has expanded some anti-discrimination protections to apply to independent contractors in addition to traditional employees.