Oregon Paid Leave

Oregon Paid Leave (also known as Paid Leave Oregon or PLO) provides up to 12 weeks of paid leave for workers who need time off for their own serious health condition, to care for a family member with a serious health condition, to bond with a new child, or for safe leave related to domestic violence, harassment, sexual assault, or stalking. Workers experiencing pregnancy or childbirth complications can receive up to 2 additional weeks (14 weeks total). There is no waiting period before benefits begin.

The program covers nearly all Oregon workers. To be eligible, you must have earned at least $1,000 in wages during the base year. Funding comes from a total contribution rate of 1% of wages (capped at the Social Security wage base), split 60% employee / 40% employer. Employers with fewer than 25 employees are exempt from the employer share but must still withhold and remit employee contributions. Self-employed individuals can opt in.

Benefits are calculated at 100% of wages up to 65% of the state average weekly wage, plus 50% of wages above that threshold. The maximum weekly benefit is $1,636.56 (effective July 2025). Lower-wage workers receive a higher percentage of their pay.

Covered family members include your spouse or domestic partner, child, parent, grandparent, grandchild, sibling, parent-in-law, or any person related by blood or affinity whose close association is the equivalent of a family relationship ("chosen family").

Job protection applies to employees who have worked for their employer for at least 90 consecutive calendar days, regardless of employer size. Employers with 25 or more employees must reinstate you to the same or equivalent position. Employers with fewer than 25 employees must offer a position with similar duties and the same pay and benefits if the original position no longer exists. Your employer must maintain your health insurance during leave on the same terms, as long as you continue paying your share of the premium. The program is administered by the Oregon Employment Department.

Oregon also enforces strong anti-discrimination protections through Oregon Revised Statutes Chapter 659A, which prohibits disability discrimination, including mental health conditions, for employers with 6 or more employees. The Bureau of Labor and Industries (BOLI) investigates complaints. Oregon's mental health parity law ensures equal insurance coverage for mental health services.