Overtime Laws in Oregon
Oregon has a state overtime law
Oregon follows the federal 40-hour weekly overtime standard. In manufacturing establishments, employers must pay overtime for hours over 10 in a workday, though there are exceptions. Oregon recently expanded overtime eligibility for agricultural workers.
Key details
| Has state overtime law? | Yes |
|---|---|
| Exceeds federal requirements? | No |
| Weekly overtime threshold | 40 hours at 1.5x pay |
| Daily overtime? | No daily overtime requirement |
| Exemption notes | Manufacturing employees may be entitled to daily overtime after 10 hours. Special rules apply to canneries and packing plants. |
| Statute | Or. Rev. Stat. §652.020 |
Overtime Laws in Oregon: what you need to know
Oregon has its own overtime law, though it generally follows federal standards. Oregon follows the federal 40-hour weekly overtime standard. In manufacturing establishments, employers must pay overtime for hours over 10 in a workday, though there are exceptions. Oregon recently expanded overtime eligibility for agricultural workers. Understanding both the federal FLSA requirements and Oregon's specific provisions is important because the law that provides the greater protection to the worker applies.
Even though Oregon's overtime law does not significantly exceed federal requirements, having a state law means that workers may have additional enforcement options. You can file a claim under either federal or state law, and state agencies may be more accessible than federal ones for resolving overtime disputes.
For Oregon workers who believe they are not receiving proper overtime pay, the first step is to understand whether you are classified as exempt or non-exempt. Your employer's classification is not always correct. Job title alone does not determine exempt status; your actual duties and compensation must meet specific criteria. If you believe you have been misclassified, an employment attorney or the Department of Labor can help you evaluate your situation.
Overtime disputes are among the most common wage claims in Oregon and nationally. Common issues include employers failing to pay overtime for hours worked beyond 40, improperly classifying workers as exempt, not counting all compensable time (such as pre-shift or post-shift duties), and averaging hours across multiple workweeks instead of calculating overtime for each week separately. If any of these issues apply to your situation, you may be owed back pay.
For Oregon workers who are uncertain about their overtime rights, the Oregon Bureau of Labor and Industries (BOLI) is a valuable resource. BOLI can answer questions about overtime eligibility, help you understand whether your classification is correct, and assist with filing a wage claim if your employer is not paying overtime properly.
More Oregon workplace laws
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Frequently asked questions about overtime laws in Oregon
Yes. Oregon has a state overtime law that generally follows federal standards.
It depends on your classification. Being salaried does not automatically make you exempt from overtime. Your employer must demonstrate that your salary level and job duties meet the specific criteria for exemption. If your duties do not qualify, you may be entitled to overtime even on a salary.
No. Oregon does not require daily overtime. Overtime is based on weekly hours only. You must work more than 40 hours in a workweek to qualify for overtime.
Document your hours worked and pay received. You can file a complaint with the Oregon state Department of Labor or consult an employment attorney. Overtime claims often have a statute of limitations (typically 2-3 years), so acting promptly is important.
In most cases, yes. Neither Oregon law nor federal law prohibits mandatory overtime for adult workers. Your employer can require you to work additional hours, but they must pay you at the overtime rate for hours that qualify. Refusing to work required overtime may be grounds for discipline or termination in an at-will state.