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Non-Compete Laws in Oregon

Oregon non-competes are void unless the worker is salaried and exempt, earns above an inflation-adjusted threshold ($119,541 for 2026), got written notice at least two weeks before starting (or signs on a bona fide advancement), and the term is 12 months or less.

Last checked . General information, not legal advice.

Oregon at a glance

Status
Restricted by statute
Requires exempt status, a protectable interest, a salary threshold, advance written notice and a maximum 12-month term.
Enforceable against employees
Only with conditions
Salary threshold
$119,541 (2026)
Statutory base of $100,533 (2022), adjusted each year by the West Region CPI. Figure for 2026 from the Oregon Bureau of Labor and Industries table.
Advance notice required
Yes, two weeks before start
Notice must be in a written job offer received at least two weeks before the first day, unless the agreement is signed on a bona fide advancement.

Sources

Last checked

The rules in Oregon

Are employee non-compete agreements banned, restricted or enforceable in Oregon?

Status in Oregon: Restricted by statute. Requires exempt status, a protectable interest, a salary threshold, advance written notice and a maximum 12-month term.

Can an employer enforce a non-compete against an employee in Oregon?

Only with conditions. Enforceable against employees in Oregon: only with conditions.

Is there a minimum salary for a non-compete to be enforceable in Oregon?

Salary threshold in Oregon: $119,541 (2026). Statutory base of $100,533 (2022), adjusted each year by the West Region CPI. Figure for 2026 from the Oregon Bureau of Labor and Industries table.

Does Oregon require employers to give advance notice of a non-compete?

Yes, two weeks before start. Advance notice required in Oregon: yes, two weeks before start. Notice must be in a written job offer received at least two weeks before the first day, unless the agreement is signed on a bona fide advancement.

Where do the Oregon non-compete laws come from?

The rules above come from ORS 653.295. Each source is linked on this page. We last checked them in October 2026.

Good to know

Senate Bill 951 (2025), as modified by HB 3410, added significant new limits on non-competes with medical licensees, and HB 3410 applies them to agreements entered into before, on or after SB 951's effective date.

What this means in practice

Read the restriction closely before signing. Note how long it lasts, the area it covers, which activities it bars and which state's law the contract says applies. A choice-of-law clause does not always control, because some states refuse to apply another state's law to their own residents or workers.

Salary thresholds are often adjusted every year for inflation. If a state uses a threshold, check the figure for the year the agreement was signed or is being enforced, and how the statute defines earnings.

A non-compete is different from a non-solicitation or confidentiality agreement. Many states that limit non-competes still allow narrower clauses that protect trade secrets or customer lists. An employment lawyer can explain how the rules apply to a specific agreement.

General information, not legal advice. Laws change, and cities can add their own rules, so check the current statute before you rely on it.