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Separation From Employment: Oregon

Separation From Employment requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Author: Laura Salerno Owens, Barran Liebman LLP.


  • Where verbal communications or the terms of an employee handbook have created an implied or express contract, Oregon employees may only be terminated for just cause or good cause. See Termination for Cause.
  • The Oregon whistleblower law protects employees from retaliation, including termination, based on their objection to certain types of workplace misconduct. See Whistleblowers.
  • Oregon's noncompete law requires employers to provide the agreement to a terminated employee within a specified time. See Restrictive Covenants.
  • The proper time to pay a terminating employee their final pay depends on whether the termination is voluntary or involuntary and other considerations. See Termination Pay.