Fair Workweek
in Oregon

For many restaurant operators, Fair Workweek laws are an unfair set of business regulations. Are you struggling to comply with the operational and financial complexities of Fair Workweek? Discover the most comprehensive and flexible scheduling system and robust reporting tools to comply with Fair Workweek labor laws in Oregon.

What is Fair Workweek in Oregon?

The Fair Workweek ordinance outlines a set of labor laws to create a stable, predictable work environment for service-based industries, such as hospitality or retail. In some locations, Fair Workweek is also known as Predictability Pay. Oregon Fair Workweek rules apply to businesses with at least 500 employees worldwide that operate in hospitality, foodservice, and retail. Employers need to follow the following Fair Workweek laws in Oregon:

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Provide advanced notice of schedule and shift information to employees.

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Allow right to rest periods between shifts to avoid assigning “clopenings” (close-to-open).

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Calculate an accurate Good Faith Estimate of expected hours worked per week.

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Take employee scheduling feedback into consideration, such as preferred work locations or changes in weekly availability. Requests are not mandatory but may not be retaliated against.

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If an employee agrees to the above points, such as a last-minute scheduling change, or initiates an employee shift swap, the employer is not obligated to pay a Fair Workweek premium.



If an employee agrees to any of the above bullets that would result in a compliance fee, the employer is not obligated to pay a premium.

We stand our ground on Fair Workweek compliance so you can focus on creating a world-class customer experience.

Empower your teams with the ability to manage schedules, monitor scheduling fees, and properly report premium pay.

What does Fair Workweek
in Oregon
look like?

Fair Workweek regulations in Oregon may vary by city or individual jurisdiction. In general, Oregon businesses must follow the below Fair Workweek rules.

Advanced notice scheduling. Schedules must be posted 2 weeks (14 days) in advance for the first day posted on the schedule.

Voluntary standby list. While not required, employers have the option to create a voluntary standby list of employees whom they can request additional work hours from not previously outlined in their schedule or good faith estimate. 

Employees are only eligible to be added to a voluntary standby list if both parties agree in writing, or if the employee willingly requests to be on the list.

While on a voluntary standby list, employers must:

  • Allow employees to easily request to be removed from the list.
  • Outline how employees can find additional work hours and request to take them.

Employees on the voluntary standby list:

  • Are not required to take on voluntary standby shifts
  • Are not entitled to premium payments outlined in the base Oregon Fair Workweek laws.

Right to rest periods. Employees must be granted at least a 10-hour rest period between shifts.

Good Faith Estimates. Employers must provide new employees with written Good Faith Estimates that:

  • Outlines the median number of expected working hours per month
  • Clearly outlines their voluntary standby list requirements.
  • Explains if the employee is expected to work on-call shifts, and how the on-call process works.

Premium payments for Oregon service businesses

  • Adding hours to an employee schedule without advanced notice. Pay the employee a premium of 1 additional hour at the employee’s hourly rate. 
  • Subtracted or canceling scheduled hours without advanced notice. Pay the employee half of their hourly rate for each hour the employee didn’t work but was supposed to. The above premium payments are not valid if an employer makes schedule changes that are 30 minutes or less or if an employee initiates an employee-to-employee shift swap.
  • Employee scheduled to be “on-call” but isn’t called into work. Pay the employee half of their hourly rate for each hour the employee didn’t work but was supposed to.

Managing Fair Workweek with Harri

Good Faith Estimate Calculator

Harri helps you calculate and distribute digital Good Faith Estimates to new and existing employees outlining their expected median weekly work hours. Good Faith Estimates are easily modifiable if an employee’s schedule changes.

Compliant Schedules

Intelligent scheduling software automatically factors in employee availability, service-based demand, employee performance, and other key factors so you can quickly create labor-efficient schedules that are Fair Workweek compliant.

Real-time Alerts to Stay Compliant

Is the 14-day advanced scheduling period coming up? Need to make a change to an existing schedule? Harri proactively sends alerts when you’re at risk of overstepping Fair Workweek regulations.

Prevention Management

When creating employee schedules, Harri will automatically notify you if employee premium payments will be required so you can determine the best course of action.

Digital Paper Trail

If you ever find yourself on the received end of a Fair Workweek non-compliance investigation, you’ll need to provide proof of all labor-related processes, whether you’re innocent or guilty. Harri stores a digital, easily accessible copy of employee schedules, premium payments and when they were paid, compliance violations, actions taken to rectify violations, employee shift swap requests, and more, so you’re always prepared.

Preparing for Fair Workweek

Manage these complex regulations in a proactive fashion, both from a scheduling and a timekeeping perspective, allowing operators to more effectively schedule and manage teams, while minimizing the risk of non-compliance. Download a free Fair Workweek Checklist to audit your current schedule & Fair Workweek provider.

Fair Workweek
Complete Guide

This complete guide will thoroughly explain what the Fair Workweek ordinances means, a breakdown by cities putting it into practice, and the Harri solution.

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Schedule a call with #TeamHarri to learn more!

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