Millions Recovered
For Unpaid Workers
Oregon has a 3-tier minimum wage up to $16.30, daily overtime in manufacturing, penalty wages up to 30 days' pay, and a 6-year lookback on unpaid wages.
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Get an estimate of what you're owed in just 60 seconds. This calculator is based on federal FLSA laws and includes liquidated damages (double your unpaid wages).
Oregon adds three powerful weapons to federal law: daily overtime after 10 hours in mills, factories, and canneries (ORS 652.020), penalty wages up to 30 days of pay when final wages are late (ORS 652.150), and a 6-year statute of limitations for unpaid wage claims — triple the standard federal lookback.
| Provision | Oregon Law | Federal FLSA | Which Applies? |
|---|---|---|---|
| Overtime Threshold | 40 hrs/week; manufacturing also 10 hrs/DAY | 40 hours/week | Oregon (daily OT in manufacturing) |
| Minimum Wage | $16.30 Portland metro $15.05 standard $14.05 non-urban (through June 30, 2026) |
$7.25/hr | Oregon (about 2x federal) |
| Tip Credit | BANNED — tips are yours on top of full wage | $2.13/hr allowed | Oregon (no tip credit) |
| Statute of Limitations | Up to 6 years for unpaid wages | 2 years (3 if willful) | Oregon (up to 3x longer) |
| Penalty Wages | Up to 30 days' wages for late final pay (ORS 652.150) | No equivalent | Oregon only |
| Meal & Rest Breaks | Required: 30-min meal per 6-8 hrs + paid 10-min rest per 4 hrs | Not required | Oregon only |
ORS 652.020
Mills, factories, canneries, driers, and packing plants owe overtime after 10 hours in a single day — and when you trigger both daily and weekly OT in the same week, the employer must pay the greater of the two calculations.
ORS 652.150
If your employer willfully fails to pay all wages when you quit or are fired, the clock starts running: your wage continues for up to 30 days as a penalty — often worth thousands by itself.
ORS 653.025
Oregon's minimum wage depends on where you work: $16.30 in Portland metro, $15.05 standard, $14.05 non-urban. Employers paying the lower-tier rate for work performed in a higher-tier county owe the difference.
OAR 839-020-0050
Oregon requires a 30-minute meal period (6+ hour shifts) and a paid 10-minute rest break every 4 hours. Missed or interrupted breaks are compensable — and a common violation in retail and healthcare.
ORS 653.035
Tip credits are illegal in Oregon. Your tips belong to you (or a valid worker-only pool). Any arrangement crediting tips against your wage is a violation.
29 C.F.R. Part 541
A salary doesn't eliminate overtime rights — you must earn at least $684/week AND perform genuine executive, administrative, or professional duties.
Violations: Mills ignoring the 10-hour daily OT rule, paying weekly-only OT when daily yields more, unpaid equipment prep time.
Violations: Seasonal processors skipping daily OT (ORS 652.020 covers canneries, driers, packing plants), unpaid donning/doffing of sanitary gear.
Violations: Illegal tip credits (banned in OR), managers in tip pools, missed meal and rest breaks in Portland's restaurant scene.
Violations: Automatic lunch deductions while working, missed paid rest breaks, off-the-clock charting at hospitals and care facilities.
Violations: 1099 misclassification, day rates with no overtime, unpaid travel between sites, wrong regional wage rate.
Violations: Unpaid security screenings, pre-shift meetings, misclassified drivers across the I-5 corridor.
1.5x your regular rate — weekly over 40, or daily over 10 in manufacturing (whichever is greater)
Up to 30 days of continued wages when final pay is willfully withheld
FLSA claims add an equal amount on top of unpaid overtime — doubling that portion
Pay for missed meal periods and rest breaks required by Oregon rules
The employer pays your legal fees separately (ORS 652.200) — not from your recovery
Oregon's statute of limitations for unpaid wage claims runs up to 6 years — triple the standard federal lookback. (Penalty-wage claims have shorter windows, so timing strategy matters.)
⚠️ Don't wait — the right filing strategy preserves the most money.
Oregon's wage laws stack on top of federal FLSA: longer lookback, daily overtime in manufacturing, banned tip credits, mandatory breaks, and a penalty-wage statute that makes withholding final pay extremely expensive.
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