Paid Leave Oregon is a wage-replacement benefit program administered by the Oregon Employment Department meant to compensate employees who need to take time off work to care for and bond with a child following the child’s birth or adoption; to recover from their own or a family member’s serious health condition; or to take leave if the employee or their family member has experienced domestic violence, sexual assault, or harassment.
Effective July 1, 2024, with Oregon’s enactment of Senate Bill 1515, redundancies between qualifying reasons for taking leave under Paid Leave Oregon and the Oregon Family Leave Act (OFLA) were eliminated. For example, eligible employees who take leave for their own serious health condition may be able to take leave under Paid Leave Oregon (and, in some instances, the federal Family and Medical Leave Act [FMLA] concurrently), but that leave would no longer qualify for protections under OFLA.
On Jan. 1, 2025, new administrative agency rules went into effect to clarify employee benefit information under Paid Leave Oregon.
Employees taking Paid Leave Oregon are entitled to use any accrued sick leave, vacation, or other employer-provided paid time off (PTO) benefit to “true up” the wage-replacement benefit they receive from the Oregon Employment Department so that they receive a full-wage replacement while on Paid Leave Oregon. The new rules allow the Oregon Employment Department to share an employee’s potential weekly benefit amount with employers...
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