Oregon employment discrimination lawyers for employees
Fired, passed over, paid less or harassed at an Oregon job because of your race, sex, age, disability, sexual orientation, gender identity or another protected characteristic? Oregon law (ORS chapter 659A) prohibits it, and many claims can be brought within five years. Crosner Legal represents employees from its office at 805 SW Broadway, Suite 900, Portland. Free, confidential case review.
Discriminated against at work in Oregon? Talk to an employment lawyer free.
Oregon discrimination claims we handle
- Firing, demotion, discipline or refusal to hire because of a protected characteristic
- Unequal pay or terms of employment
- Harassment and sexual harassment
- Disability discrimination and failure to accommodate
- Retaliation for complaining about discrimination
- Age discrimination (Oregon protects workers 18 and older)
- Wrongful termination
Who is protected under Oregon law
Oregon’s discrimination law reaches very small workplaces: for these purposes, ORS 659A.001 defines an “employer” as anyone in Oregon who uses the personal service of one or more employees. That is broader than many federal anti-discrimination laws.
ORS 659A.030 protects against discrimination because of race, color, religion, sex, sexual orientation, gender identity, national origin, marital status and age (18 and older), and also protects people because of the protected characteristics of someone they associate with. It also bars employers from asking an applicant’s age or date of birth before an initial interview or conditional offer, with limited exceptions.
Oregon discrimination law (ORS chapter 659A)
Protected characteristics. It is an unlawful employment practice for an employer to refuse to hire, to fire, or to discriminate in compensation or terms of employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, marital status or age (18 and older) (ORS 659A.030).
Source: ORS chapter 659A
Disability. ORS 659A.112 makes it unlawful to refuse to hire, employ or promote, to fire, or to discriminate in pay or terms of employment on the basis of disability.
Source: ORS chapter 659A
Retaliation. ORS 659A.030(1)(g) makes it unlawful to fire or otherwise discriminate against a person because they opposed an unlawful practice, filed a complaint, or testified or assisted in a proceeding under chapter 659A. ORS 659A.199 separately protects good-faith reports of legal violations.
Source: ORS chapter 659A
Remedies. In a civil action under ORS 659A.885, a court may order reinstatement, back pay (generally limited to the two years before the BOLI complaint or lawsuit was filed), and reasonable attorney fees. For discrimination under 659A.030, 659A.112, 659A.199 and certain other sections, the court may also award compensatory damages or $200, whichever is greater, and punitive damages, and either party may request a jury.
Source: ORS chapter 659A
BOLI complaints and deadlines
| Claim / agency | Deadline or key rule | Source |
|---|---|---|
| BOLI complaint – discrimination under ORS 659A.030, disability discrimination under 659A.112 and certain others | No later than five years after the unlawful practice (ORS 659A.820(3)) | ORS chapter 659A |
| BOLI complaint – most other unlawful employment practices (for example, whistleblower retaliation under 659A.199) | No later than one year (ORS 659A.820(2)) | ORS chapter 659A |
| Lawsuit – discrimination under ORS 659A.030, 659A.112 and certain others | Within five years (ORS 659A.875(1)(b)) | ORS chapter 659A |
| Lawsuit after a BOLI complaint | Must be filed within the time stated in the right-to-sue notice BOLI mails under ORS 659A.880 (ORS 659A.875(2)) | ORS chapter 659A |
Deadlines depend on the claim and can be affected by other filings. This is a summary, not legal advice. Federal claims (for example, EEOC charges) have their own deadlines. Talk to a lawyer early.
How an employment case with Crosner Legal works
- Free case review. Call or fill out the form. We listen to what happened and ask about dates, pay records and documents.
- Evaluation. We look at which state, local and federal laws may apply, which deadlines matter, and whether co-workers were affected the same way.
- Agency or court. Depending on the claim, a case may start with an agency complaint or go straight to court. We explain the options and trade-offs.
- Investigation and negotiation. We gather evidence, deal with your employer and its lawyers, and pursue a resolution.
- Litigation if needed. If a case does not resolve, we can litigate it. Many cases resolve before trial, but no outcome is guaranteed.
Why workers call Crosner Legal
- Contingency fee: you pay no legal fees unless we recover money for you
- Free, confidential consultations
- Oregon office: 805 SW Broadway, Suite 900, Portland, OR 97205
- Zachary Crosner is licensed in Oregon, Washington, California, Illinois and New York
- Experience bringing wage-and-hour class actions, as well as individual employment claims
Your attorneys
Attorneys licensed in Oregon:
Related pages
- Oregon employment lawyer
- Oregon wrongful termination lawyer
- Oregon whistleblower and retaliation lawyer
- Oregon unpaid wages and overtime lawyer
- Oregon harassment lawyer
- Crosner Legal in Oregon
- Contact us
- Portland employment lawyer
- Eugene employment lawyer
- Salem employment lawyer
FAQ
How long do I have to file an employment discrimination complaint in Oregon?
For discrimination under ORS 659A.030 (race, sex, age, sexual orientation and other protected characteristics) and disability discrimination under ORS 659A.112, a BOLI complaint or lawsuit can generally be brought within five years. Most other unlawful employment practices have a one-year BOLI deadline. Federal EEOC charges have shorter deadlines.
Do I have to file with BOLI before suing?
Not always. ORS 659A.885 lets a person bring a civil action in circuit court, and ORS 659A.875 sets the deadlines. If you do file with BOLI, you must sue within the period stated in the notice BOLI mails to you. A lawyer can help you decide which route fits your case.
What can I recover for discrimination in Oregon?
Under ORS 659A.885, a court may order reinstatement, back pay and attorney fees, and for discrimination claims may also award compensatory damages (or $200, whichever is greater) and punitive damages. What is available depends on the facts.
Does Oregon law cover small employers?
Generally yes. For chapter 659A, an employer includes anyone in Oregon who uses the personal service of one or more employees (ORS 659A.001), with some exceptions.
How much does it cost to talk to Crosner Legal?
The consultation is free. We handle employment cases on a contingency fee basis, so there are no upfront fees or hourly rates. We only get paid if we recover money for you.
Last updated October 2026.
Attorney Advertising. This page is for general information only and is not legal advice. Contacting us does not create an attorney-client relationship. Prior results do not guarantee a similar outcome. Crosner Legal is a private law firm and is not affiliated with any government agency.