Staffing Administration Insights

Processing payroll in Oregon has a lot of moving parts. Before paying an employee in the state, you must consider several areas of Oregon Payroll Law, including the minimum wage, hours worked, overtime, allowed deductions, payroll tax, and more.

When an employee departs your business, via choice or termination, you need to know what the rules are for ensuring they receive any final compensation that is due. Here is everything Oregon businesses need to know about Oregon Final Pay Laws when processing payroll.

As of July 1st, 2025, the new Oregon Minimum Wage Rate went into effect. All workers in Oregon are entitled to receive this hourly Minimum Wage rate according to Oregon Labor Laws and the Fair Labor Standards Act (FLSA). Oregon minimum wage differs depending on the location where the employee performs their work.

This article covers the most common small business payroll questions, including benchmarks, compliance considerations, cost expectations, and how to know when it's time to hire the pros. We'll let you know what to expect and how to improve your payroll processes, whether you're handling payroll yourself or trying a cloud-based solution.

On August 8th, 2017, Oregon governor Kate Brown signed the Oregon Predictive Scheduling Law which went took effect in July of 2018. The legislation was updated in 2020, with an extended notice period of 14 days as opposed to seven days. Oregon’s Predictive Scheduling Law is meant to protect employees against last-minute scheduling changes that could negatively impact their income. 

Under the Equal Pay Act of 1963, the U.S. Department of Labor prohibits wage discrimination based on gender. Many states, including Oregon, have reinforced this law with new legislation to ensure that employees receive equal pay for equal work as a part of Oregon payroll requirements. Governor Kate Brown signed Oregon's Equal Pay Act of 2017 (OEPA) into law in June 2017.

The Oregon Bureau of Labor and Industries (BOLI) is responsible for administering and enforcing a variety of Oregon Labor Laws. As such, Oregon BOLI reserves the right and authority to enter business premises, gather facts, and examine working conditions at any reasonable time. This is also known as a workplace investigation. 

Here is everything you need to know about Oregon BOLI investigations, so you can keep your business prepared.

Multi-state employment models have become increasingly common and popular in the last few years. Through new technologies, remote work is more accessible than ever before, leading it to become one of the greatest trends in business and HR in the last few years. 

However, in order to reap the benefits of being a multi-state employer, you need to understand the challenges faced by multi-state businesses.

Payroll is a critical function of your business operations, and it should be handled with great care. There is no room for error, as one small mistake can be costly to your organization. As such, it's important to be able to evaluate whether or not your payroll provider is taking good care of you, and it's important to know when it's time to make a change. 

Here is everything you should know about switching payroll providers.