Oregon Fair Workweek: 14-day advance schedule, predictability pay.
Oregon was the first state in the country to pass a statewide predictive scheduling law (the Fair Workweek Act, ORS 653.412-485, signed in 2017). Coverage applies to employers with 500+ employees worldwide in retail, hospitality, or food service. Effective July 1, 2025, the advance notice requirement extended from 7 days to 14 days. Predictability pay applies for changes within the notice window. 10-hour rest between shifts (clopening). Right to decline shifts.
Fair Workweek Schedule Compliance
Enforces 14-day advance schedule, predictability pay on changes within notice window, 10-hour rest between shifts, good-faith estimate at hire.
What those rules do at schedule publish and at change.
The hero card configuration: Block on late publish, Flag on changes triggering pay, Avoid on clopening risk.
For covered employers, schedules must be published at least 14 days before the first shift on the schedule. Late publishes block the workflow until either the schedule is delayed to meet the notice or predictability pay is queued for affected workers.
Changes to the published schedule with less than 14 days notice trigger predictability pay: 1 hour of pay added for changes that increase or change shifts; half-pay for canceled shifts. Teambridge calculates and queues the pay automatically.
Workers must have at least 10 hours of rest between shifts (clopening). Schedules with less than 10 hours of rest are surfaced; the worker may voluntarily accept the back-to-back shifts but must be paid time-and-a-half for the second shift.
Deploy Oregon Fair Workweek in your Teambridge.
Tell us about your Oregon retail, hospitality, or food service workforce. We'll spin up 14-day publish enforcement, predictability pay calculation, and clopening detection — and 21 other Oregon policies in a sandbox tenant.
14 days, predictability pay, clopening rest, right to decline.
Oregon's Fair Workweek Act is the first statewide predictive scheduling law and remains one of the most comprehensive. The 2025 extension from 7 to 14 days makes Oregon the strictest state on advance notice.
Coverage and threshold
Coverage applies to employers with 500+ employees worldwide engaged in retail trade, hospitality, or food services. The 500-employee count includes all global employees, not just Oregon employees. Smaller employers (under 500 worldwide) are not subject to the Fair Workweek Act and have no statewide scheduling notice requirement in Oregon.
14-day advance schedule
Effective July 1, 2025, the advance notice extended from 7 days to 14 days. Schedules must be published in writing at least 14 calendar days before the first shift. Workers can opt for paper, email, or app-based delivery. The schedule must be conspicuous and accessible — not buried in an internal system.
Teambridge runs Fair Workweek for covered Oregon employers.
The 14-day notice plus predictability pay plus clopening pay creates significant operational complexity. Teambridge handles all three.
Schedule cannot publish within window.
When a covered employer attempts to publish a schedule less than 14 days before the first shift, the publish is blocked. Either the schedule date is moved or predictability pay is queued.
Changes within window trigger pay.
Changes to the published schedule trigger predictability pay automatically — 1 hour for additions/changes, half-pay for cancellations, full-pay for same-day cancellations.
10-hour rest gap validated.
Schedules with shifts less than 10 hours apart for the same worker are surfaced. The worker may accept the clopening with consent and time-and-a-half pay for the second shift.
Estimated hours and times provided.
New hires at covered employers receive a good-faith estimate of expected work hours and schedule patterns. The estimate is captured in onboarding and revised periodically.
Still evaluating? Get a free Oregon compliance audit.
Send us your existing Oregon scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Oregon-specific exposure ranked by risk and back-pay liability.