Oregon lacks a specific “right to disconnect” law allowing employees to ignore work communications outside working hours, unlike some international models or proposals in states like California. Instead, its labor framework emphasizes protections for rest, paid leave, and compensation for all worked time to promote work-life balance. Recent legislative previews suggest potential movement on related bills in the 2026 session, but no enacted policy exists as of February 2026.
Key Labor Protections
Oregon mandates rest breaks and meal periods for employees after certain hours, helping prevent burnout. The Oregon Family Leave Act (OFLA) provides up to 12 weeks of unpaid leave for eligible workers at companies with 25+ employees, covering family health issues or bonding.
Paid Leave Oregon offers paid family, medical, and safe leave, with recent updates via SB 906 tolling complaint filing periods during appeals, effective parts starting January 2026.​
Employees must be paid for all hours worked, including off-the-clock time if the employer knew or should have known, with overtime for over 40 hours weekly for non-exempt workers.
Legislative Context
No dedicated right-to-disconnect bill has passed, despite national discussions; searches yield utility disconnection rules or tax “disconnect” proposals (e.g., SB 1507 linking to federal tax code).
The 2026 session, underway since early February, features Democratic supermajorities discussing budget and labor tweaks, but after-hours contact remains unaddressed by statute—workers often set boundaries informally or via BOLI guidance.
Comparison to Other Approaches
Oregon prioritizes wage/hour rules over disconnection, aligning with its progressive labor stance but lagging on remote work boundaries.
