Some RestrictionsApplies statewide across Oregon (2026)
ORS 653.412 to 653.485 require large retail, food, and hospitality employers to provide advance schedules and predictability pay.
Full Breakdown
Oregon's Fair Workweek Act, SB 828 (2017), applies to retail, hospitality, and food-services employers with 500 or more employees worldwide. Employers must provide written schedules 14 days in advance, post a Good Faith Estimate at hire, and pay predictability premiums when shifts change late. Employees have the right to rest between shifts (10 hours) and to decline non-requested hours without retaliation. ORS 653.412 contains broad definitions, while ORS 653.485 preempts cities and counties from enacting different scheduling ordinances. BOLI enforces violations through civil penalties, back pay, and reinstatement remedies.
Violations & Penalties
Predictability-pay violations and retaliation can lead to BOLI penalties up to $1,000 per violation.
Frequently Asked Questions
Does my small business need to comply?
No. The Fair Workweek Act applies only to employers with 500 or more employees worldwide.
What is predictability pay?
Extra wages owed when employers change a posted schedule with less than 14 days' notice.