Wrongful Termination in Oregon
Reviewed by DocDraft Legal Team - Oregon - Last updated November 12, 2026
Wrongful termination in Oregon means a firing that breaks a statute or a contract. For whistleblower retaliation under ORS 659A.199, the statute's remedies are in addition to any common-law remedy. Complaints to the Bureau of Labor and Industries generally must be filed within one year after the alleged unlawful employment practice, but complaints under ORS 659A.030 and certain other sections may be filed no later than five years after the practice; ORS chapter 659A reaches employers with one or more employees in Oregon. If you filed with BOLI, your suit deadline runs from BOLI's notice of right to file a civil action. All earned and unpaid wages are due by the end of the first business day after a discharge.
Find out where you stand in Oregon
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What counts as wrongful termination in Oregon?
A firing in Oregon is wrongful when it breaks a law or a contract, such as discrimination barred by ORS 659A.030 or retaliation for a good-faith report of a violation of law under ORS 659A.199. For ORS 659A.199 retaliation, the statute's remedies are in addition to any common-law remedy.
Where do you file a discrimination complaint in Oregon, and by when?
File with the Bureau of Labor and Industries within one year after the alleged practice, or within five years for complaints under ORS 659A.030 and certain other sections. ORS chapter 659A covers employers with one or more employees in Oregon. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
How long do you have to sue for wrongful termination in Oregon?
If you filed with BOLI, your suit deadline runs from BOLI's notice of right to file a civil action (ORS 659A.875(2)), so read the notice. Otherwise, ORS 659A.030 and the other listed violations allow five years after the violation, and other chapter 659A claims one year, unless a timely BOLI complaint was filed.
When is your final paycheck due after being fired in Oregon?
When an employer discharges an employee, all wages earned and unpaid at the time of the discharge become due and payable not later than the end of the first business day after the discharge (ORS 652.140(1)). If it is late, put your request in writing and keep a copy.
Oregon wrongful termination rules
Oregon has two deadline tracks depending on the claim. Complaints to the Bureau of Labor and Industries generally must be filed within one year after the alleged unlawful employment practice, but complaints under ORS 659A.030 and certain other sections may be filed no later than five years after the practice, and a civil action for those listed violations must be commenced within five years. If you filed with BOLI, the suit deadline instead runs from BOLI's notice of right to file a civil action (ORS 659A.875(2)). Chapter 659A reaches employers with one or more employees in Oregon, and ORS 659A.199 bars retaliation for a good-faith report of a violation of state or federal law, rule or regulation; for that claim, the statute's remedies are in addition to any common-law remedy. All earned and unpaid wages are due by the end of the first business day after a discharge.
Relevant Laws
ORS 659A.820 (BOLI complaint deadlines)
Complaints are generally due within one year after the practice; complaints under ORS 659A.030 and certain sections may be filed no later than five years after it.
ORS 659A.875 (civil action deadlines)
Five years for listed violations and one year for others, except that a BOLI filer's deadline runs from BOLI's notice (subsection (2)).
ORS 659A.199 (reporting violations of law)
Retaliating against an employee for a good-faith report of a violation of law is an unlawful employment practice.
ORS 652.140 (final wages)
Earned and unpaid wages are due not later than the end of the first business day after the discharge.
Regional Variances
Oregon wrongful termination rules
State agency and law
Bureau of Labor and Industries, Civil Rights Division; ORS chapter 659A.
Agency filing deadline
Generally within one year after the practice; five years for ORS 659A.030 and certain other sections (ORS 659A.820).
EEOC charge deadline
300 days from the date of harm (EEOC Seattle and San Francisco offices), for employers with 15 or more employees, or 20 or more for age.
Employer size covered
One or more employees in Oregon (ORS 659A.001).
Whistleblower and retaliation law
ORS 659A.199 (good-faith reports of a violation of state or federal law, rule or regulation): BOLI complaint or civil action generally within one year after the practice.
Deadline to sue
If a BOLI complaint was filed, the suit deadline runs from BOLI's notice of right to file a civil action (ORS 659A.875(2)); otherwise five years for ORS 659A.030 and listed violations, one year for others (659A.875(1)).
Final paycheck
Not later than the end of the first business day after the discharge (ORS 652.140(1)).
Suggested Compliance Checklist
Request your final pay in writing
End of the next business day days after startingOregon requires all earned and unpaid wages by the end of the first business day after a discharge. If they are late, send a written request.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File with BOLI or the EEOC
1 year, or 5 years for listed claims days after startingFor employers with one or more employees in Oregon, file with BOLI within one year after the practice, or five years for ORS 659A.030 and the listed sections. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days.
Calendar the suit deadline for your claim
From BOLI's notice, or 5 years / 1 year days after startingIf you filed with BOLI, read its notice of right to file a civil action for your deadline; otherwise five years for ORS 659A.030 and listed claims, one year for others.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Oregon requires all earned and unpaid wages by the end of the first business day after a discharge. If they are late, send a written request. | final-paycheck-demand-letter | End of the next business day |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File with BOLI or the EEOC | For employers with one or more employees in Oregon, file with BOLI within one year after the practice, or five years for ORS 659A.030 and the listed sections. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days. | - | 1 year, or 5 years for listed claims |
| Calendar the suit deadline for your claim | If you filed with BOLI, read its notice of right to file a civil action for your deadline; otherwise five years for ORS 659A.030 and listed claims, one year for others. | - | From BOLI's notice, or 5 years / 1 year |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
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