Covered Leaves and Durations
| Leave Type | Covered Leave | Maximum Leave Duration |
|---|---|---|
| Medical |
| 12 weeks |
| Family |
| 12 weeks 2 additional weeks for pregnancy complication |
| Safe Leave |
| 12 weeks |
Employees have the option of taking an added four weeks of unpaid leave.
Weekly Benefit Amount
Employees can receive 100% of their wages up to 65% of the state’s average weekly wage (SAWW) for up to 12 weeks. The state’s average weekly wage is recalculated annually.
| Employee Earnings | Benefit |
|---|---|
| ≤ 65% of SAWW | 100% of covered individual's average weekly wage |
| > 65% of SAWW | 65% of SAWW + 50% of the individual's average weekly wage over 65% of SAWW |
- State Average Weekly Wage: $1,224.82 for July 1, 2022 through June 30, 2023
- Minimum Benefit: 5% of the SAWW, which equals $61.24
- Maximum Benefit: 120% of the SAWW, which equals $1,469.78
Waiting Period
The state has not adopted a waiting period. HB 2005 states that if a claim is approved, they shall make a reasonable effort to make the first benefit payment within two weeks of receiving the claim.
Intermittent Leaves
The state has not yet adopted rules for intermittent leaves.
All information on this page is subject to change as state requirements change.
Covered Employees
Employees are eligible for Oregon’s PFML if they’ve earned $1,000 or more with their employer in the previous four calendar quarters before taking leave.
| Covered | Not Covered | May Opt In |
|---|---|---|
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Covered Family Members
Oregon's PFML law uses one of the broadest definitions of "family member," which includes non-related individuals who have a close relationship with the covered employee.
Covered employees may take family leave to care for a:
- Spouse or domestic partner
- Child or the child’s spouse or domestic partner
- Parent or parent’s spouse or domestic partner
- Sibling or stepsibling or the sibling’s or stepsibling’s spouse or domestic partner
- A grandparent or the grandparent’s spouse or domestic partner
- A grandchild or the grandchild’s spouse or domestic partner
- Anyone related by blood or affinity whose close association is the equivalent of a family relationship
Plan Options
Employers can use the state PFML program or get state approval for a voluntary plan. Voluntary plans must provide benefits to the employees that are at least equal to the benefits of the state’s PFML program.
The Standard can help you with providing a voluntary plan that will meet or exceed the state requirements. Learn more about our leave management services.
Funding
The employer and employee pay a total contribution amounting to 1% of the employee’s earnings, up to a maximum of $1,329 per year.
| Total Contribution is 1% of Employee Wages | |
|---|---|
| 40% paid by the employer1 | 60% paid by the employee |
- Employers with fewer than 25 employees are not required to contribute the employer portion of the premium. Employers of all sizes can choose to pay a portion or all of the premium on behalf of their employees.
| Employer and Employee Contribution Example | |
|---|---|
| Employee’s gross earnings in the first four of the last five completed calendar quarters preceding the benefit year | $40,000 |
| Contribution rate | 1% |
| Employee’s total premium for base year | $400 |
| Employer’s total annual contribution (40% of employee’s premium) | $160 |
| Employee’s total annual contribution (60% of employee’s premium) | $240 |
Additional Information Employers Need to Know
- Almost all employers — except federal employers — who have at least one employee working in Oregon are subject to the Oregon PFML law.
- The law runs concurrently with the federal Family and Medical Leave Act.
- Employers must report wages and send contributions quarterly.
Oregon PFML Notification Requirements
Employers must give employees written notice of their right to:
- Take leave under PFML
- Receive job protections and benefits continuation
- Appeal claims decisions
- File a civil claim for a PFML violation
- Have their health information remain confidential
Employers must also provide written notice about:
- Claim filing procedures
- Employees' notice obligations
- Laws against retaliatory actions by the employer
More Information
Visit the Oregon Paid Family and Medical Leave Insurance page to learn more about Oregon's PFML.
If you'd like to see how we can help you comply with leave laws, check out our leave management services. We offer both absence management and benefits administration so you can focus your time where you need it most.
All information on this page is subject to change as state requirements change.
Oregon Paid Family Medical Leave (OR PFML) benefits are currently scheduled to be effective beginning September 3, 2023. This is eight months later than originally planned because in 2021 the governor’s office and state lawmakers pushed the launch from January to September, 2023, due to pandemic related delays in building out the program.
Great news! The Standard’s Oregon Paid Family Medical Leave product is the first in the industry to be approved by the Oregon Department of Business and Consumer Services. With this approval, The Standard is ready to support our clients with their equivalent plan application.
Paid Leave Oregon posted their Model Notice (Poster) on September 29, 2023. Along with providing this model notice, Paid Leave Oregon adjusted the posting requirement date to be no later than January 1, 2023. A copy of this notice can be found on Paid Leave Oregon’s Resources Page and is available in 12 languages.
Calculate PFML Benefits
Use this calculator with your employees to help them get a quick estimate of their PFML benefit amounts.
