Oregon final paycheck: next business day on termination.
Oregon's final paycheck rules under ORS 652.140 are among the strictest in the country. Terminated workers must be paid all wages by the end of the first business day after discharge. Workers who quit with at least 48 hours' notice (excluding weekends/holidays) must be paid on their last day. Workers who quit without notice must be paid within 5 business days or by the next regular payday, whichever comes first. Late payment triggers up to 30 days of penalty wages at 8 hours per day.
Final Paycheck Deadlines by Separation Type
Enforces ORS 652.140 final pay deadlines. Routes by separation type (terminated/quit-with-notice/quit-without-notice). Triggers immediate payroll on involuntary termination.
What those rules do at separation entry.
The hero card configuration: Block on missing final pay, Critical on involuntary termination.
When a separation is entered, Teambridge requires final pay to be queued before the separation can be saved. The required deadline is calculated based on separation type.
Terminated workers must be paid by end of the next business day. The system surfaces a Critical indicator and triggers an immediate payroll run including all earned wages plus any accrued vacation per employer policy.
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Three deadlines: termination, quit-with-notice, quit-without-notice.
ORS 652.140 sets different deadlines based on separation type. The deadlines are calendar-driven and unforgiving — late by one day triggers penalty wages.
Discharge or mutual agreement: next business day
When the employer ends the relationship — whether for cause, layoff, or by mutual agreement — all earned and unpaid wages must be paid by the end of the first business day after the termination. If termination occurs on a Saturday, Sunday, or holiday, the deadline is the end of the first business day after the termination.
Quit with 48-hour notice: last day
When a worker quits with at least 48 hours' notice (excluding weekends and holidays), all wages must be paid on the last day of work. This makes a 48-hour notice-and-quit equivalent to an involuntary termination from the timing standpoint. If the last day falls on a weekend or holiday, payment is due the next business day.
Teambridge calculates the deadline, queues final pay, and prevents late payment.
The 5-business-day quit-without-notice rule is the most operationally complex — calendar math excluding weekends and holidays.
Termination / quit-w-notice / quit-w/o-notice.
When a separation is entered, the type drives the deadline. Termination = next business day. Quit with 48hr notice = last day. Quit without notice = 5 business days or next payday.
All earned wages + per-policy vacation.
Final pay includes all earned and unpaid wages, plus any accrued vacation/PTO if the employer's written policy provides for payout. Sick time is not paid out by default.
Calendar math, weekends/holidays excluded.
The deadline is calculated based on business days from termination. Weekends and Oregon state holidays are excluded. The countdown surfaces in the separation workflow.
Late pay → 8 hrs/day × 30 day penalty.
If the deadline is missed, penalty wages accrue at 8 hours per calendar day at the worker's regular rate, up to 30 days. The risk is surfaced in the separation workflow before the deadline passes.
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