Employer of Record & Payroll Services

Employing in Oregon

In Oregon, workers’ rights are protected by numerous employment and labour laws, at both the state and federal level. As a result, employees enjoy protection from discrimination based on age, religion, sexual orientation, gender, and race.

Here are the key things you need to know about hiring in Oregon.

Hours of work in Oregon

Work and overtime laws in Oregon are governed by the state’s Bureau of Labour & Industries (BOLI).

What is considered full-time employment in Oregon?

Full-time employment is generally considered to be between 30 and 40 hours per week, although this is not defined by law.

Do pay employees get overtime in Oregon?

Under the federal Fair Labour Standards Act, non-exempt employees are entitled to overtime pay of 1.5x their regular pay rate if they work more than 40 hours in a week.

Employees are generally (but not always) exempt from overtime if they:

Earn more than the specified state or federal exemption threshold
Perform a role with duties that are
Work in a certified or licensed profession, such as law, accounting, architecture, or engineering

In Oregon, the pay threshold for exemption is currently $684 per week, which is the federal minimum.

Note that the federal pay threshold for exemption is currently being reviewed in the US.

Minimum wage in Oregon

The minimum hourly wage for private sector employees is currently $14.25 per hour, although this is expected to increase in July 2024.

Note that the minimum wage is slightly higher in Portland ($15.45) and slightly lower in non-urban counties ($13.20).

Onboarding timeline in Oregon

We can help you get your new employee started in Oregon fast, with a minimum onboarding time (MOT) of just 2 working days. Note that the MOT is dependent upon registration with the local authorities, and begins after the employee has submitted all the required information on the Remote platform.

For non-citizens of the US, a work eligibility assessment may be required, and can add three extra days to the onboarding time. If a follow-up is needed, there may be additional delays.

Please note that payroll cut-off dates can impact the actual first day of employment. Remote’s payroll cut-off date is the 10th of the month, unless otherwise specified.

Payroll cycle in Oregon

Under state law, employees must be paid at least once per month.

For Remote customers, employee payments are made twice per month in equal instalments, payable in arrears. The first payment is made on the 15th of the month and the second payment is made on the final day of the month. If relevant, bonus payments, commissions, and expense reimbursements are included in the second payment of the cycle.

Competitive benefits package in Oregon

Remote can help you craft a competitive benefits package to attract and retain the best global talent. Our benefits experts understand the trends, requirements, and expectations of Oregon's labour market, allowing your employees to feel appreciated and thrive.

Our benefits packages in Oregon usually include some or all of the following:

Pension or 401(K)

Medical Insurance

Vision Insurance

Dental Insurance

Life Insurance

Health Saving Plan (HSA)

Long term disability insurance (LTD)

Flexible Spending Account (FSA)

Are employers required to provide health insurance in Oregon?

Under the federal Affordable Care Act, organizations with a headcount of 50 or more must offer statutory health insurance to their full-time employees.

Many employers also offer some level of supplemental health insurance. While this can lead to a relative rise in employment costs, it’s an essential benefit that ensures your people have access to routine care and are covered in the event of an emergency.

Because Remote is the employer of record (EOR), it’s important for us to offer the same core benefits to all employees to ensure fair and non-discriminatory hiring practices. This protects both your business and ours.

Note that we do not add a markup on any benefits premiums or administration costs.

Are employers required to offer 401k in Oregon?

Yes. Organizations must offer a retirement plan to their employees. You can either choose your own qualified savings plan, or enroll your employees into the state-sponsored OregonSaves Program.

Failure to provide a qualified plan can result in a fine of up to $100 per employee, per year.

Facts & Stats

From the rugged coastline of the Pacific to the vibrant, eclectic neighbourhoods of Portland, Oregon effortlessly harmonises natural wonder with a creative, pioneering spirit.

With a thriving tech sector, outdoor recreational opportunities, and a welcoming community, it’s an attractive destination for both job seekers and employers alike.

Capital City

Salem

Currency

United States Dollar
($, USD)

Population size

4,200,000

VAT - standard rate

0% (No sales tax)

Grow your team in Oregon with Remote

If you want to hire in Oregon, you’ll need to own a legal entity there — or partner with a global employment solutions provider, like Remote.

We can employ top talent in Oregon on your behalf and manage complex HR tasks such as onboarding, payroll, benefits, and taxes. You can also manage and pay your contractors in Oregon through Remote.

Risks of misclassification

Oregon, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Oregon may lead to fines and penalties for the offending company.

Payroll

29

per employee/month

Powerful, transparent international payroll
Simple self-service platform
Personalised support from dedicated specialists
Adhere to local payroll regulations in every country
Integrated payroll, expense management, and HRIS solution

Contractor Management

29

per contractor/month

Only pay for contractors you actively work with
Work with international contractors
Create, edit, and sign tailored, localised contracts
Approve contractor invoices with one click or auto-pay
Transparent payments with complete visibility

Employer of Record

699 599

per contractor/month

Hire without opening a local entity
Guided onboarding
Local payroll paid on time, every time
Built-in security and compliance
Flexible, localised benefits
Offer equity incentives with tax assistance
Dedicated experts for local support

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Easily manage employment in Oregon