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Oregon Severance Lawyers

Oregon Severance Pay Lawyers


Easy 4-Step Process

Step 1.
Call us or fill out a contact form.
Step 2.
Our office will schedule a date and time for the meeting (either in person, Zoom or by phone). All meetings can be scheduled within 24 hours.
Step 3.
Our severance package lawyer will conduct a thorough review of the agreement before discussing it carefully with you and answering your questions.
Step 4.
Our attorneys will send you a detailed email regarding any changes, revisions, or other items that need addressing with your previous employer. You will then have the option to negotiate with your employer directly on your behalf to retain us to negotiate for you to try to improve the terms and amount of severance pay.

Severance Pay in Oregon

If you’ve recently been terminated or laid off in the state of Oregon and received a severance package, you are likely wondering what’s next. Employers commonly provide severance packages in a mass layoff — despite the fact that it is not required under Oregon law. The reality is that severance pay is usually offered to protect your company’s best interests.

You are not required to sign any offer from your employer. It’s important that you first consult with an employment lawyer in Oregon who can help you navigate the circumstances of your termination and protect you from any harmful wording in your severance agreement.

In general, a severance agreement will describe the terms of your termination including your severance pay, any continued benefits, and, sometimes, how you can go about looking for a new job at a different company. Severance pay is usually offered as either a one-time payment — also known as a lump sum — or in several payments over a certain period of time. The total amount you are offered for your severance pay is typically calculated based on the amount of time you spent working for the company and the salary you received in your position.

As you work through your options, always keep in mind that companies rarely provide severance packages out of pure kindness. They do so because they want something in return. This gives you some room to negotiate. Before you agree to your employer’s terms, speak to an Oregon employment lawyer who can help you reach an outcome that will truly benefit you and your future.

Review My Severance Agreement

Your Rights in Oregon

In the state of Oregon, there are no laws in place that require employers to compensate their former employees with severance pay. However, there are laws that protect Oregon employees throughout the process of reaching a final severance agreement.

If you have been let go recently and have been offered a severance package, you have the right to negotiate higher severance pay and extended benefits. Moreover, you have the right to request that your employer remove any limiting clauses from your severance agreement.

Under the Workplace Fairness Act, which went into full effect in October 2020, employers are no longer allowed to silence employees from disclosing any cases of harassment or discrimination, including sexual assault. If an employer attempts to violate the Workplace Fairness Act, employees can recover up to $5,000 in civil penalties through a private class action suit. Ultimately, this new legislation gives employees more rights throughout the process of negotiating the terms of a severance package.

An Oregon employment lawyer from our Severance Lawyers network can work with you to help you fully understand your rights under the severance pay laws. We have helped our clients successfully negotiate for more pay, prolonged medical insurance, and the removal of non-compete or other clauses detrimental to their future job prospects. After years of hard work and dedication, don’t settle for less. You deserve a fair severance package that will safeguard your future.

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Who We Are

For more than 13 years, the Severance Lawyers team has advocated for clients across the United States. Our attorneys specialize in the review and negotiation of severance agreements and severance packages. We also regularly help clients negotiate their employment packages when they start a new job.

When you partner with us, we will conduct a full review of your severance package and give you concrete action items that you can bring to your former employee. If you prefer, you can retain a Severance Lawyer to conduct the negotiation on your behalf.

Our main goals are to help you better understand Oregon’s severance pay laws and to give you the peace of mind that you are receiving everything you deserve from your former company. Speak to one of our attorneys about your severance package by calling (800) 466-5015 today!

Schedule a consultation by calling (800) 466-5015.

Client reviews

    “Would recommend Paul to anyone.”

    This law firm helped me achieve the results that I needed. Would recommend Paul to anyone that feels as though they have been wronged and need legal guidance and assistance.

    - Al W.
    “They gave my case all the time and attention that was needed to be successful.”

    My experience with Severance Lawyers was excellent. They gave my case all the time and attention that was needed to be successful. They were a calming and confident presence during a difficult and uncertain time for me. Their guidance was outstanding at all times, prompt, professional,  timely and open for calls and quick updates. They invested the time to work through all of my questions and issues. I can’t thank them enough and would hire them again.

    - Wendy G.
    “From start to finish Tom was there to help me out every step of the way with our case.”

    Tom and his staff understand the law very well. They are quick to return calls, take the initiative, and explain things in a way I can understand. From start to finish Tom was there to help me out every step of the way with our case. I am glad to have Tom and his team on my side. I simply cannot thank them enough!

    - Michelle M.
    “Helped turn my lemons into lemonade.”

    I found myself in a challenging & stressful situation that required legal representation and their attorney Paul Castronovo handled it beyond my expectations.  Paul is incredibly experienced/knowledgeable and I just felt like I was in good hands the entire time.  Paul has a calming demeanor too–which is helpful in these stressful situations. Paul helped turn my lemons into lemonade.

    - Tucker W.
    “His confidence shined through instilling the confidence in me and peace of mind having him by my side.”

    Tom McKinney’s prompt attention, articulate and comprehensive advice addressed my Employment Agreement related issue. His confidence shined through instilling the confidence in me and peace of mind having him by my side. If you’re dealing with the proverbial ‘blood sucking’ company, look no further than Tom’s voice of reason.

    - Sweta M.
    “He was professional and knowledgeable in employment law.”

    Going to Tom and his team for my case was the best decision I made. He was professional and knowledgeable in employment law. He helped me reach a resolution and I could not recommend him enough for anyone else out there.

    - Austin S.
    “I have referred him to friends in NJ and NY.”

    Tom McKinney is one of the best attorneys that I know…whether to negotiate on your behalf or reviewing your agreement to make sure you are getting maximum value for your compensation. From stock options to deferred compensation.  I have referred him to friends in NJ and NY.

    - Sean C.
    “Tom was prudent in having me use his services and I did not overpay when not needed.”

    I had Tom review my severance agreement. He provided a lot of valuable insight. I was able to go back to my employer with various points and double my package. Tom was prudent in having me use his services (told me to go back to my employer before fully engaging him) and I did not overpay when not needed.   Other lawyers could have easily taken advantage of my situation and over-lawyered the situation.

    - Joe K.

Have Questions?

We Have Answers!
  • How long do I have to sign the severance documents?

    When companies terminate employees and provide a severance package, the goal of the severance is to benefit both the company and the employee. Therefore, the employee has time to review the agreement. Review timelines depend on employee age and the number of people terminated simultaneously.

    • Employees under the age of 40 – No set time frame, but it must be reasonable and ample enough to review and understand the components.
    • Employees over the age of 40 – 21 days to review and sign and 7 days to reconsider and revoke your signature.
    • Multiple terminations at once – 45 days to review and sign and 7 days to reconsider and revoke your signature.
  • How is severance pay calculated?

    Several factors go into severance pay amounts. Employees in higher management positions may receive additional benefits like longer pay terms, office equipment, or medical benefits.

    Typical payouts can last up to 26 weeks and go by the following calculations:

    • Hourly Employees: Number of years with company X 1 week of regular pay = Severance Pay $ Total
    • Salaried Employees: Number of years with company X 2 weeks of regular pay = Severance Pay $ Total
  • Am I entitled to severance pay?

    No, most companies provide a severance agreement when they lay off or fire an employee. Offering a severance package is entirely optional for the company. Most companies only do it to protect themselves from future lawsuits, the employee going to a competitor company, or adverse claims from the employee. The company takes multiple factors into account when preparing the packages.