Paid Leave Oregon: Employer Guide
Paid Leave Oregon (Family and Medical Leave Insurance) is the program that pays benefits to eligible employees on leave in Oregon. Employers take part by registering, collecting contributions and following the program’s notice and job-protection rules.
This guide covers who is covered, how long leave lasts and what it pays, how the program is funded, and what employers have to do. Contribution rates and dollar caps change, often every year, so confirm current figures with the agency.
Employers, employees and reasons for leave.
Coverage turns on where employees work, how much they have earned and why they need leave.
Employers. Any employer with one or more employees working in Oregon. Federal and tribal governments are excluded. Employers with fewer than 25 employees do not pay the employer share but must withhold and remit the employee share.
Employees. At least $1,000 in base-year wages and contributions to the fund, and the employee must file a claim. Job protection requires 90 days of employment with the employer.
Reasons for leave. Bonding, caring for a family member with a serious health condition, the employee’s own serious health condition, and safe leave.
How long leave lasts and what it pays.
The program pays a share of wages for a limited number of weeks.
Duration. 12 weeks per benefit year for family, medical and safe leave combined, plus up to 2 more weeks for pregnancy or childbirth limitations.
Pay. Employees at or below 65 percent of the state average weekly wage receive 100 percent of wages. Above that, the benefit is 65 percent of the state average plus 50 percent of the excess, capped at 120 percent of the state average weekly wage.
Job protection. Yes, after 90 days of employment: return to the same or an equivalent position, health benefits maintained and retaliation barred (ORS 657B.060 and 657B.070).
How the program is paid for.
Employers collect or pay the contributions, and the split differs by state.
Funding. Total contributions are capped at 1 percent of wages up to the Social Security wage base, split 40 percent employer and 60 percent employee. An employer cannot deduct its own share.
Private plans. Employers can offer an approved Equivalent Plan, with a fee of up to $250, benefits at least equal to the state program, and exemption from state contributions (ORS 657B.210).
When it started. Benefits began September 3, 2023.
Employer duties.
These are the steps the agency and the statute ask of employers.
Core duties. Withhold and remit contributions, file quarterly payroll reports with the Department of Revenue, hold withheld funds in trust, and maintain health benefits during leave.
If you are based elsewhere. Coverage is tied to where the employee works, so an employer based outside Oregon with staff there should confirm with the agency whether it needs to register. Employers headquartered in Michigan with remote employees in other states run into this regularly.
Check current figures. Rates, wage bases and benefit caps change. The agency page linked below carries the current numbers.
Where this connects.
State leave runs alongside federal leave and your own policies.
State Paid Family and Medical Leave Laws
Every state program we track, with start dates and what each requires.
FMLA and Group Health Coverage
How federal FMLA leave interacts with group health coverage.
Benefits Compliance Alerts
Recent changes that affect employer plans.
We map which state programs your employees fall under.
We check which programs apply to your workforce, how payroll withholds and reports, and how state leave runs alongside FMLA and your own leave policy.
Related pages.
State Paid Family and Medical Leave Laws
Every state program we track.
FMLA and Group Health Coverage
How federal leave interacts with group health coverage.
USERRA and Employer Health Coverage
Health coverage rules for employees on military leave.
Federal Policy Tracker
Every federal benefits law we cover, grouped by what it asks of an employer.
Benefits Compliance Alerts
Recent changes that affect employer plans.
A Compliance Calendar for Your Plan Year
The dated filings, notices and deadlines an employer plan runs on.
Questions that come up.
Short answers to the questions we hear most. Each links to the full page.
Which employers does Oregon’s program cover?
Any employer with one or more employees working in Oregon. Federal and tribal governments are excluded. Employers with fewer than 25 employees do not pay the employer share but must withhold and remit the employee share.
Does Oregon’s program protect an employee’s job?
Yes, after 90 days of employment: return to the same or an equivalent position, health benefits maintained and retaliation barred (ORS 657B.060 and 657B.070).
How is Oregon’s program funded?
Total contributions are capped at 1 percent of wages up to the Social Security wage base, split 40 percent employer and 60 percent employee. An employer cannot deduct its own share.
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