Pacific · Call centers
Call centers scheduling laws in Oregon.
Oregon was the first state to pass a statewide predictive scheduling law — the Fair Work Week Act (2017) — covering retail, hospitality, and food service employers with 500+ employees globally. 14-day advance notice and predictability pay are the centerpieces.
Last updated 2026-05. Statute citations linked inline. Not legal advice — consult counsel for compliance audits.
Rules that affect your schedule
2 Oregon rules to know.
Each rule includes the statute reference and how Weekwright helps you stay compliant. We focus on rules that affect the schedule itself — not every wage-and-hour topic.
Right to rest between shifts
ORS §653.455Employees can decline shifts scheduled less than 10 hours after a previous shift's end. Employers must pay 1.5x for hours worked during the 10-hour window if the employee consents.
How Weekwright helps
MIN_REST_HOURS_BETWEEN_SHIFTS preset to 10 enforces it. Set to BLOCKING if your team is risk-averse, WARNING if you handle the premium manually.
Right to request schedule input
ORS §653.428Employees can request preferred locations, hours, and shift times. The employer must consider the request in good faith.
How Weekwright helps
Per-member availability captures preferred shifts (PREFERRED), unavailable windows, and time-off — the AI drafts honor all three when proposing a week.
Official sources
Citations link to the primary statute, ordinance, or agency page so you can verify against the original. This is research guidance, not legal advice — consult counsel for compliance audits.
Pricing
Per seat. Predictable across states.
Compliance rules apply per location, so a chain operating in Oregon and elsewhere runs each rule set independently.
Starter
For your first scheduled week.
$0/mo, billed annuallyStart free- Up to 10 active employees
- Unlimited weekly schedules
- Time-off, swaps, templates
- Email support
- Most popular
Pro
For teams that schedule weekly.
$3.5/mo, billed annually · per seatStart free- Unlimited employees
- Multi-location dashboards
- Compliance rules engine
- Audit log + insights
- Open shifts + advanced swaps
AI
Pro plus the scheduling agent.
$6/mo, billed annually · per seatStart free- Everything in Pro
- AI weekly drafts + gap fill
- Conversational scheduling chat
- AI insights + weekly review
- Per-shift assignment explanations
Business
For multi-location operators.
$10/mo, billed annually · per seatTalk to us- Everything in AI
- + $99/mo platform fee
- SSO (Google Workspace)
- Audit retention 7 years
- Jurisdiction compliance baseline
- Priority support
Common questions
Oregon call centers FAQ.
What scheduling laws does Oregon have for call centers?
Oregon was the first state to pass a statewide predictive scheduling law — the Fair Work Week Act (2017) — covering retail, hospitality, and food service employers with 500+ employees globally. 14-day advance notice and predictability pay are the centerpieces. The most relevant rules for call centers are: Right to rest between shifts, Right to request schedule input.
How does Weekwright help comply with Oregon scheduling laws?
Weekwright ships with a configurable compliance rules engine. Oregon-relevant rules (rest periods, consecutive-day limits, daily overtime caps) are checked at every shift create, move, and publish. The audit log captures every change for predictability-pay calculations and labor-board responses.
Does Weekwright automatically update when Oregon labor laws change?
We track changes to the major scheduling-related laws (predictive scheduling ordinances, sick leave, daily overtime). Compliance rule defaults can be updated org-wide; we don't push silent changes — labor law is sensitive enough that we surface the diff first.
What about call centers businesses outside Oregon?
Weekwright is multi-jurisdiction friendly. Each location pins its IANA timezone and its own set of compliance rules — a chain operating in Oregon and another state runs both rule sets independently, on the same dashboard.
Schedule call centers compliantly in Oregon.
Free for up to 10 employees. No credit card required.