If you employ full-time staff, seasonal crews, or part-time help in Oregon’s wine industry, there’s a new law that could change how you approach labor planning and workplace disputes—especially during your busiest seasons.
Oregon Senate Bill 916 (SB 916) makes Oregon the first state in the country to offer unemployment insurance (UI) benefits to both public and private sector employees who are engaged in a labor strike.
Why Provide Unemployment Benefits to a Striking Workforce?
Lawmakers behind the bill say it’s about fairness. Their argument is that workers who are lawfully on strike shouldn’t be forced to choose between standing up for better conditions and being able to pay their bills. They point out that most strikes in Oregon don’t last long—about eight or nine weeks on average—and believe a short-term safety net could lead to more productive negotiations.
But not everyone agrees. Many employers, especially in agriculture and manufacturing, worry that offering unemployment during strikes will make work stoppages more common, or longer. That could create real challenges for businesses that rely on precise seasonal timing—like vineyards during harvest. Other opponents, including business organizations, argue that the bill could negatively impact the business climate in Oregon, potentially discouraging investment and job creation.
Other states have passed similar laws—New York, New Jersey, and Washington among them—but Oregon’s is the broadest, especially because it includes public employees and doesn’t have a built-in expiration date.
Signed into Law by the Governor
SB 916 passed the Senate earlier this year, but changes made in the House created some pushback. Lawmakers reached a compromise through a bicameral conference committee, scaling back benefits from a proposed 26 weeks to a maximum of 10. And workers would need to be on strike for two full weeks – one unpaid strike week plus one standard UI waiting week – before benefits kick in.
That revised version passed both chambers and was signed into law by Governor Tina Kotek on June 24, 2025. It is set to go into effect January 1, 2026.
How It Works?
Here’s what the new law will do:
- Striking workers could apply for unemployment after two weeks.
- They could receive up to 10 weeks of benefits.
- Weekly payments would range from $196 to $836, depending on their previous earnings.
- If striking workers later receive back pay as part of a labor settlement, any unemployment benefits paid must be repaid.
- The law would apply to both private and public sector employees.
What This Means for Wineries and Vineyards
This is where things get practical. If your tasting room team, cellar crew, or vineyard workers are covered by this law, it may affect how future labor disputes play out.
For example, if full-time staff walk off the job over wages or working conditions, the availability of unemployment benefits could make a strike more financially manageable. That could extend the duration of a work stoppage.
The same goes for seasonal crews—if they meet Oregon’s wage and hour requirements, they might qualify for UI too. Any worker who worked 500 hours or earned at least $1,000 from an employer in the first four of the most recent five completed calendar quarters1 (“base year”) would be eligible for UI benefits.
Even if you’re not anticipating any labor issues, this bill is worth paying attention to. It may not change your workforce overnight, but it changes the stakes. A harvest-time strike could now be a real possibility, not just a theoretical risk. It also raises the importance of being proactive. This means making sure you have clear policies in place, strong communication channels with your team, and a plan for how to keep operations running if there’s ever a disruption.
What You Can Do Now
If you’re an employer in Oregon’s wine industry, here are a few steps you might want to take:
• Review your employment agreements and collective bargaining obligations (if any).
• Consider how a strike—however unlikely—would affect your operations.
• Think through how you would handle communication, staffing, and production continuity.
• Talk with legal counsel or HR advisors about your options and responsibilities.
Even if SB 916 doesn’t result in immediate changes for your business, it shifts the landscape. A bit of planning now could save a lot of disruption later.
Need Help?
CMPR helps employers stay ahead of legal risks. If you have questions about SB 916 or need help assessing your contracts and practices, contact our Real Estate & Land Use and Employment Law Groups today: Arif Virji, Samantha Pungprakearti, or Justin Hein at 707-526-4200; or Chris Hermann (in Oregon) at 971-895-3686.