Oregon has strong employee protections and de facto WARN-like requirements for larger layoffs, even without a formal state WARN Act.
Statutory Severance
None required
WARN-like Threshold
50+ employees, 60 days notice to BOLI
Key Law
Oregon anti-discrimination laws, BOLI enforcement
Negotiability
Moderate-high — employee-protective environment
Model your entitlement using jurisdiction-specific rules and Bardal factor analysis.
Important: These estimates reflect typical negotiated settlement ranges — but your actual entitlement depends heavily on your employment contract terms and applicable state law. Not sure if your contract is enforceable? Get your free full analysis — first analysis is free.
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U.S. at-will doctrine applies in most states · Estimates are illustrative · Not legal advice · Consult a qualified employment attorney
Oregon employees have no statutory right to severance pay, but the state provides strong protections through broad anti-discrimination laws, wage claim rules, and requirements that effectively function like WARN Act obligations for employers with 50 or more employees.
No. Oregon does not require severance pay. However, if an employer promises severance — in a written policy, contract, or separation agreement — Oregon's wage and hour laws treat that as an enforceable obligation, and violations can result in penalties.
Oregon does not have a traditional WARN Act, but it requires employers with 50 or more employees to notify the Oregon Bureau of Labor and Industries (BOLI) at least 60 days before a qualifying mass layoff. This provides a degree of advance notice protection for employees at smaller companies not covered by the federal WARN Act.
Oregon's anti-discrimination laws cover more protected classes than federal law, including protection for domestic violence survivors in employment settings. Oregon law also applies to smaller employers and provides a private right of action with meaningful remedies. These broader protections can increase an employee's leverage in severance negotiations.
Other US states
Content last updated March 2026. This tool provides estimates only and does not constitute legal advice. For a complete analysis of your specific severance package, use the full contract analysis and jurisdiction-matched review.