Oregon & Washington Employment Law and Wage Recovery Attorneys

Both Oregon and Washington require employers to pay overtime at 1.5 times the regular rate for hours worked beyond 40 in a workweek. Oregon overtime laws provide additional protection for manufacturing workers, who must receive daily overtime for hours over 10 in a single day. Washington overtime laws also cover agricultural workers as of 2024. Many employers try to avoid these payments by misclassifying employees as exempt or failing to include all compensation when calculating overtime rates. Our employment law and wage recovery attorneys help workers recover unpaid overtime plus penalties.

Oregon meal breaks must be 30 consecutive minutes when working over six hours – any interruption means the entire period must be paid. Washington meal breaks are unpaid 30-minute periods required when working over 5 hours, plus Washington employees get paid 10-minute rest breaks every 4 hours worked. When employers deny these breaks or interrupt them, workers are entitled to additional wages. We’ve successfully recovered millions of dollars in break violation penalties.

Oregon final paycheck laws require employers to pay final wages by the end of the first business day after termination, or immediately on the last day if the employee gave 48 hours’ notice. Without notice, Oregon allows up to five business days or the next payday, whichever comes first. Washington final paycheck laws require payment by the next regular payday regardless of how employment ended. Late payments can trigger significant penalties – Oregon provides up to 30 days of penalty wages, while Washington offers liquidated damages matching the unpaid amount plus attorney fees.

Both Oregon and Washington prohibit discrimination against employees due to pregnancy, childbirth, or related medical conditions. Oregon pregnancy accommodation laws require employers with 6+ employees to provide reasonable accommodations, including modified duties, schedule changes, and breast milk expression breaks. Washington pregnancy accommodation laws mandate specific accommodations for employers with 15+ employees, including frequent restroom breaks, seating modifications, lifting restrictions under 17 pounds, and breast milk expression accommodations for up to two years. Employers cannot force pregnant employees to take unwanted leave or deny accommodations without showing undue hardship. Violations result in reinstatement, back pay, damages, and attorney fees.

Time spent on work-related tasks must be compensated under both Oregon off-the-clock laws and Washington law. This includes required activities like putting on safety equipment, attending mandatory meetings, completing paperwork, working during meal breaks, or answering work-related emails and calls outside normal hours. Even activities that are expected or tolerated by employers – such as working interviews, travel between job sites, or remote work tasks – may require payment. If employers knew or should have known you were working, they must pay you for that time, regardless of whether they explicitly authorized it. Off-the-clock violations can result in back pay, overtime compensation, and significant penalties.