Handbookly state guide
Oregon Employee Handbook Requirements: Required Policies, Posters & Notices
What Oregon law actually requires in an employee handbook: required policies with citations, headcount thresholds, and the mandatory poster list — plus the federal baseline every employer owes.
Required at any size in Oregon
These written policies are legally required of every Oregon employer, regardless of headcount. Each row cites the law that creates the requirement.
| Policy | Legal basis | Applies at | What it must cover |
|---|---|---|---|
| Paid sick time policy | Or. Rev. Stat. § 653.601 et seq. | all sizes | 40 hours of sick time per year; PAID at 10+ employees (6+ in Portland), unpaid below; accrual and use rules must be communicated. |
| Equal employment opportunity policy | Or. Rev. Stat. ch. 659A (Oregon Equality Act) | all sizes | Oregon discrimination law covers all employers from the first hire for several protected classes. |
| Paid leave (Paid Leave Oregon) policy | Or. Rev. Stat. § 657B.010 et seq. | all sizes | State paid-leave insurance program; eligibility and contribution rules belong in the handbook. |
| Workplace harassment policy | Or. Rev. Stat. § 659A.030; BOLI rules | all sizes | Written anti-harassment policy with complaint procedure is the BOLI-recommended compliance posture. |
The federal baseline
Federal law applies on top of state law, in every state.
| Policy | Legal basis | Applies at | What it must cover |
|---|---|---|---|
| Equal employment opportunity & anti-discrimination policy | Title VII of the Civil Rights Act; the ADA (15+ employees); the ADEA (20+) | 15+ employees | Federal discrimination law binds at 15+ employees; a written EEO policy is the standard compliance posture at every size. |
| Pay practices (FLSA) section | Fair Labor Standards Act (recordkeeping & minimum wage/overtime) | all sizes | The FLSA does not mandate a written policy, but pay schedule, classification, and overtime rules belong in every handbook. |
Required posters & notices in Oregon
Posting is a separate legal obligation from having written policies. Download current versions free from each issuing agency.
Oregon Minimum Wage poster
Oregon Bureau of Labor and Industries
Paid Sick Time notice
Oregon Bureau of Labor and Industries
Paid Leave Oregon notice
Oregon Employment Department
Leave laws to know
Oregon layers sick time, Paid Leave Oregon, and OFLA family leave (25+ employees) over federal law.
Get the complete Oregon handbook pack
Answer a few questions and get a complete employee handbook for your Oregon business: every required policy above drafted for your headcount and marked required or best practice, the poster checklist, and an employee acknowledgment form. $249, one time.
Frequently asked questions
Does Oregon require an employee handbook?
No US state requires a handbook document itself — but Oregon does require specific written policies and notices (this page lists 4 that apply at any size, each with its citation), and the handbook is where employers conventionally publish them. A written policy you can point to is also what protects you in a dispute.
Which policies are legally required in Oregon?
Paid sick time policy (Or. Rev. Stat. § 653.601 et seq.); Equal employment opportunity policy (Or. Rev. Stat. ch. 659A (Oregon Equality Act)); Paid leave (Paid Leave Oregon) policy (Or. Rev. Stat. § 657B.010 et seq.); Workplace harassment policy (Or. Rev. Stat. § 659A.030; BOLI rules). Requirements that only bind above a headcount threshold are listed separately on this page. Federal requirements — like EEO under Title VII at 15+ employees — apply on top of Oregon law.
What posters must a Oregon employer display?
Oregon requires: Oregon Minimum Wage poster (Oregon Bureau of Labor and Industries); Paid Sick Time notice (Oregon Bureau of Labor and Industries); Paid Leave Oregon notice (Oregon Employment Department). Federal posters — the FLSA minimum-wage poster, the EEOC "Know Your Rights" poster, and the OSHA "Job Safety and Health" poster — are required on top of these.
Is this legal advice?
No. This page is informational document preparation built from public statutes and agency publications, each linked below. It is not legal advice and does not create an attorney-client relationship. For a specific dispute or a complex workforce, consult an employment attorney licensed in Oregon.
Sources
Informational document preparation from public statutes and agency publications — not legal advice. Laws change; verify current requirements with the agencies above.