2026 UPDATED VERSION
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Oregon employee handbook

  • Includes federal, state and city-specific policies
  • Human attorney-reviewed policies
  • Download a Oregon handbook (Word doc)
  • Free preview - no credit card required
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Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated October, 2026

Oregon Employee Handbook Overview

When building your Oregon employee handbook, include the federal and state policies that apply to your employees. If your team works in multiple states, make sure Oregon employees can find the policies and rights that apply to them.

Below are key Oregon policies, federal handbook policies, and other provisions to consider.

What should be included in an Oregon employee handbook?

Your handbook should address applicable federal, state, and local requirements. These Oregon-specific points will help you decide what to include:

  • Oregon Equal Employment Opportunity Policy: Oregon prohibits employment discrimination based on protected traits including race, color, religion, sex, sexual orientation, gender identity, national origin, marital status, and age 18 or older. State disability protections generally apply to employers with six or more employees; separate rules protect military service and genetic information. All employers must provide a written policy addressing harassment, discrimination, and sexual assault when employees are hired and keep it readily available.
  • Oregon Equal Pay Policy: Employers must provide equal compensation for work of comparable character regardless of protected class, unless a lawful factor accounts for the difference. They may not screen applicants based on salary history or ask about it before making a job offer.
  • Oregon Military Leave Policy: Employers may not discriminate based on qualifying uniformed service. They must grant leave to eligible members of Oregon’s organized militia called into active state service and honor applicable reemployment rights.
  • Oregon Sick Leave Policy: Employees generally earn at least one hour of protected sick time for every 30 hours worked, up to 40 hours per year. Sick time is paid when an employer has 10 or more employees, or six or more employees and a Portland location; smaller employers provide protected, unpaid time. Since January 2026, employees may also use sick time to donate blood through an approved or accredited voluntary program.
  • Paid Leave Oregon Policy: Eligible employees may receive up to 12 weeks of paid family, medical, or safe leave in a 52-week period, with up to two additional weeks for pregnancy, childbirth, or related health needs. Job protection generally applies after more than 90 consecutive days of employment.
  • Oregon Whistleblower Policy: Employers may not retaliate against employees who report suspected violations of law in good faith. Public and certain nonprofit employees have additional protection when reporting waste, fraud, or abuse.
  • Oregon Family Leave Act Policy: Employers with 25 or more employees must provide eligible workers unpaid, job-protected leave for sick-child care, bereavement, or pregnancy disability. OFLA generally allows up to 12 weeks for sick-child and bereavement leave, plus up to 12 additional weeks for pregnancy disability. Paid Leave Oregon covers many birth, bonding, and serious-health-condition situations instead, and the two programs do not run at the same time.
  • Oregon Final Paycheck Policy: If an employee is fired or laid off, final wages are due by the end of the next business day. An employee who quits with at least 48 hours’ notice, excluding weekends and holidays, generally must be paid on the last day of work or the next business day if that day is a weekend or holiday. With less notice, wages are due within five business days or on the next regular payday, whichever comes first.
  • Oregon Domestic Violence, Harassment, Sexual Assault, Bias, or Stalking Leave Policy: Employers with six or more employees must allow eligible workers reasonable leave to seek legal help, medical care, counseling, relocation, or other safety assistance. All employers must provide reasonable safety accommodations unless doing so would cause undue hardship.
  • Oregon Jury Duty Policy: Employers must allow employees time off for jury service and may not retaliate or require them to use accrued vacation, sick, or other annual leave. Oregon does not generally require pay for time not worked, although salary rules may apply to exempt employees.
  • Oregon Crime Victim Leave Policy: Covered employers with six or more employees must allow eligible victims of a qualifying felony, including certain immediate family members, reasonable leave to attend criminal proceedings. Eligibility and undue-hardship rules apply, and the leave is generally unpaid unless another policy or agreement provides pay.
  • Oregon Meal and Rest Periods Policy: Nonexempt employees working six hours or more generally must receive a 30-minute meal period. Paid rest breaks vary by shift length; an eight-hour shift generally includes two paid 10-minute rest breaks and one unpaid 30-minute meal period. Different rules apply to longer shifts and minor workers.
  • Oregon Lactation Accommodations Policy: Employers generally must allow reasonable breaks whenever an employee needs to express milk for a child up to 18 months old and make reasonable efforts to provide a private location close to the work area, other than a public restroom or toilet stall. A limited undue-hardship exception to the break requirement may apply to employers with 10 or fewer employees.
  • Oregon Record-Keeping Requirements and Pay Statement Notice Policy: Employers must retain personnel records for at least 60 days after termination, time records for two years, and payroll records for three years. Requested personnel, time, and pay records generally must be provided within 45 days. Employers must also make an explanation of pay rates, periods, benefits, deductions, and payroll codes available to new hires and review it annually; the handbook is one way to provide that notice.
  • Oregon Bone Marrow Donation Policy: Employees who average at least 20 hours of work per week may use already-accrued paid leave to donate bone marrow, up to the lesser of 40 work hours or their available leave balance, unless the employer agrees to more.
  • Oregon Hazardous Condition Reporting Policy: Employers may not retaliate against employees who report or oppose unsafe or unhealthy working conditions or make a workplace-safety complaint.

Federal Policies

Don’t forget the federal policies. Which laws apply depends on factors such as your workforce size and industry, but these are common handbook provisions to review.

Core federal and general handbook policies

  • Equal Employment Opportunity and Anti-Discrimination Policy
  • Anti-Harassment and Complaint Procedure
  • Family and Medical Leave Act (FMLA) Policy, if applicable
  • Americans with Disabilities Act (ADA) and Reasonable Accommodation Policy, if applicable
  • Military Service Leave (USERRA)
  • Wage and Hour Compliance Policy (FLSA and applicable Oregon wage rules)
  • Nursing Parents Policy
  • At-Will Employment Notice
  • Policies applicable to federal contractors, where relevant, such as pay transparency, whistleblower protection, and drug-free workplace policies
  • Workplace Violence Prevention Policy
  • Code of Conduct Policy
  • Conflict of Interest and Business Ethics
  • Disciplinary Procedures
  • Use of Company Property
  • Employee Classification and Pay Practices
  • Health and Safety Policy
  • Confidential Company Information
  • Open Door Policy
  • Receipt of Non-Harassment Policy
  • Use of Communication and Computer Systems
  • Workplace Searches and Inspections

Additional policies to include as applicable

  • Industry-Specific Policies
  • Sick Leave, Vacation Leave, and PTO Policy
  • Company Vehicles Policy
  • Punctuality and Attendance
  • Benefits
  • Working Schedule
  • Employment Records
  • Smoking
  • Overtime
  • Performance Reviews
  • Social Media Policy
  • Remote Work Policy
  • Introductory Period Policy
  • References
  • Hiring Relatives and Significant Others
  • Business Expense Reimbursement

You can start with a free preview handbook in the handbook builder and add state-specific policies through an eligible paid plan.

Poster Requirements

Labor law poster requirements can feel like a puzzle. Your business may need both state and federal notices, depending on its employees and operations.

Why should I care about displaying posters?

Required posters help employees learn about their workplace rights. Missing or outdated notices can lead to penalties, so check which ones apply and keep them accessible.

What are the requirements for displaying labor law posters?

Required physical posters generally need to be displayed where employees can readily see them. Oregon employers with multiple worksites generally need posters at each location. If employees work remotely, check the rules for each notice: electronic access may supplement physical posting, and electronic-only posting is permitted for some federal notices only when the applicable conditions are met. Some notices must also be accessible to job applicants.

What labor law posters do I need to display?

The answer depends on your business. The Oregon Bureau of Labor and Industries’ poster page provides applicable state posters free of charge and identifies additional employer-specific notices. Check other state-agency and federal requirements for your workplace.

How to create an Oregon Employee Handbook?

An employee handbook gives your team one place to find company expectations and workplace rights. To keep it useful, tailor it to your business and revisit it as applicable federal, Oregon, and local laws change.

That’s where Handbooks.io comes in. Answer a short survey about your company to create a handbook you can review, customize, and share with employees. You can begin with a free preview handbook, with Oregon-specific policies available in paid plans.

Get started on building your handbook

Creating a handbook only takes a few minutes. Start by answering a few questions about your company, such as:

  • How many employees do you have?
  • Do you have employees in multiple states?
  • Do you have an introductory period for new employees?
  • Do you offer paid holidays?
  • What is your payroll schedule?

Create your Oregon employee handbook now!