Oregon Wrongful Termination Lawyer

Fired Illegally?

We Fight for Your Livelihood.

If you have been fired recently, you are likely feeling angry, confused, and worried about your financial future. You may be asking: Was this legal? Can I sue for wrongful termination in Oregon?

At Crosner Legal, we protect employees across Oregon, including Portland, Salem, Eugene, Bend, and surrounding areas. While Oregon is an “at-will” employment state, employers are not allowed to fire employees for illegal reasons. If you were terminated due to discrimination, retaliation, whistleblowing, or unlawful workplace conduct, you may have the right to take legal action.

We represent employees against companies of all sizes and bring the resources of a national litigation firm to cases across Oregon.

We operate on a contingency fee basis, meaning you pay nothing upfront. We only get paid if we recover compensation for you.

Can I Sue for Wrongful Termination in Oregon?

Oregon follows the at-will employment doctrine, which means employers can generally terminate employees at any time, with or without notice. However, “at-will” does not mean employers are above the law.

Oregon courts recognize several key exceptions. You may have a valid wrongful termination claim if your firing falls into one of the following categories:

1. Discrimination & Hostile Work Environment

It is illegal under Oregon law (ORS Chapter 659A) to terminate an employee based on protected characteristics. We handle claims involving termination based on:

• Race, color, or national origin
• Age (40+) or sex/gender
• Sexual orientation or gender identity
• Disability (physical or mental)
• Religion or marital status
• Pregnancy or medical conditions
• Military or veteran status

If you were fired shortly after disclosing a pregnancy, requesting accommodations, or experiencing workplace harassment, your rights may have been violated.

If a hostile work environment became so severe that you were forced to resign, you may also have a claim for constructive discharge.

2. Violation of “Public Policy”

You cannot be fired for doing the right thing. Oregon law recognizes claims for wrongful discharge in violation of public policy.

This means you may have a case if you were fired for:

• Refusing to commit an illegal act
• Reporting unlawful activity (whistleblowing)
• Filing a workers’ compensation claim
• Exercising a legal right
• Performing a civic duty such as jury service

Employers cannot terminate employees for complying with the law or protecting public safety.

3. Retaliation & Whistleblowing

Were you fired after reporting illegal conduct, workplace violations, or harassment? This may be unlawful retaliation.

Under ORS 659A.199 and ORS 659A.230, Oregon law protects employees who report violations of state or federal law.

Common retaliation claims involve reporting:

• Wage violations or unpaid overtime
• Workplace safety issues
• Discrimination or harassment
• Fraud or illegal business practices

If you were terminated shortly after making a report, that timing can be strong evidence of retaliation.

4. FMLA, OFLA & Medical Leave Violations

Your health should not cost you your job. Employees in Oregon are protected under:

• Family and Medical Leave Act (FMLA)
• Oregon Family Leave Act (OFLA)
• Paid Leave Oregon program

If you were fired while on approved leave, or your employer refused to reinstate you after returning, you may have a valid legal claim.

5. Broken Promises (Contracts & Employer Policies)

Even in an at-will state, employers can create enforceable obligations through:

• Employment contracts
• Offer letters
• Employee handbooks
• Company policies

If your employer promised a disciplinary process or job protections and failed to follow them, you may have a claim for breach of contract or wrongful termination.

What Is My Case Worth?

Wrongful termination cases in Oregon can result in substantial compensation depending on the facts of your case.

You may be able to recover:

• Lost wages and future earnings
• Lost benefits
• Emotional distress damages for stress, anxiety, and reputational harm
• Attorney’s fees and legal costs in certain cases

Each case is different. An experienced Oregon wrongful termination lawyer can evaluate your claim and explain your legal options.

Areas We Serve in Oregon

Our employment attorneys represent clients throughout Oregon, including:

Frequently Asked Questions (FAQ)

Can I be fired for no reason in Oregon State?

Generally, yes. Oregon is an “at-will” employment state, which means employers do not need a “good” reason to fire you. They can terminate employment for no reason or even a bad reason. However, they cannot fire you for an illegal reason, such as discrimination, retaliation, whistleblowing, or for exercising protected legal rights under Oregon law (ORS Chapter 659A).

I wasn’t fired, but I was forced to quit. Do I have a case?

Yes. This is often referred to as constructive discharge. If your employer made your working conditions so intolerable; through harassment, discrimination, unsafe conditions, or retaliation—that a reasonable person would feel forced to resign, the law may treat your resignation the same as a termination.

How much does an Oregon wrongful termination lawyer cost?

At Crosner Legal, we work on a contingency fee basis. This means you pay nothing out of pocket. We only receive a legal fee if we successfully recover compensation for you through a settlement or trial verdict.

Can I sue if I was fired after filing a worker’s compensation claim?

Yes. Oregon law prohibits employers from retaliating against employees for filing or intending to file a workers’ compensation claim. If you were fired shortly after reporting a workplace injury or seeking benefits, this timing may support a claim for retaliation.

How long do I have to file a wrongful termination lawsuit in Oregon?

The statute of limitations depends on the type of claim. Many employment-related claims in Oregon must be filed within one to two years, while some discrimination claims may involve filing deadlines with the Oregon Bureau of Labor & Industries (BOLI) or the Equal Employment Opportunity Commission (EEOC) within as little as 180 or 300 days. Because deadlines can pass quickly, it is important to speak with a lawyer as soon as possible.