Time for family
Paid Leave Oregon was created with families of every kind in mind so you can take care of the many loved ones in your life without worrying about a paycheck.
Paid Leave Oregon makes sure people can access the time they need to take care of a family member.
Family leave is paid time off for any of the following:
- The birth of a child
- Bonding with a child in the first year:
- After birth
- Through adoption
- When they are placed in your home through foster care
- To care for a family member with a serious health condition
Who is a family member?
Paid Leave Oregon has an inclusive definition of “family member.” A family member is any of the following:
- Your spouse or domestic partner
- Your child (biological, adopted, stepchild, or foster child), your spouse or domestic partner’s child, or the child’s spouse or domestic partner
- Your parent (biological, adoptive, stepparent, foster parent, or legal guardian), the parent of your spouse or domestic partner, or your parent’s spouse or domestic partner
- Your sibling or stepsibling or their spouse or domestic partner
- Your grandparent or your grandparent’s spouse or domestic partner
- Your grandchild or your grandchild’s spouse or domestic partner
- Anyone you are related to by blood
- Anyone who lives with or is connected to you like a family member and has a family relationship
What is a qualifying life event?A qualifying life event is an event listed under family leave, medical leave, or safe leave.
Step 1: Gather your documentsYou will need to have a few documents ready before you apply. You’ll need at least 1 of the following:
- A copy of the child’s birth certificate
- Hospital admission form
- Copy of court order or letter from placement agency
- Proof of your family member’s serious health condition from a health care provider that includes a brief description of the condition and the dates it started and ended
Step 2: Give notice to your employer
- 30-day notice: If you know you will need to use Paid Leave for an upcoming medical procedure, to have a child, to adopt a baby, or any other qualifying life event, you need to let your employer know at least 30 calendar days before taking leave.
- 24-hour emergency notice: In an emergency, you must tell your employer (this does not have to be in writing) that you need to use Paid Leave within 24 hours. Then, give written notice to your employer within 3 days after starting leave.
Step 3: Apply for benefitsWhen you are ready to apply for benefits, you will use Frances Online. Employees can begin creating an account on Frances Online in August 2023.
Make sure to:
- Apply no earlier than 30 days before you need to take leave, or
- Apply no later than 30 days after you take your leave
Step 4: Update your application
- After your application has been approved, update your application anytime the leave time frame changes. Learn more about how to update your application.
- If your employer has an equivalent plan instead of participating in the state’s Paid Leave Oregon plan, you must apply separately under the equivalent plan. Ask your employer for instructions on how to do that.
Create an account now
- You can take up to 12 weeks paid leave in a 52-week period (starting from the day your leave begins). You can take a week or a single day off at a time.
- You may be able to take up to 2 additional weeks (up to 14 total weeks) if you are pregnant, have given birth, or have health needs because of childbirth.
Paid Leave Oregon pays you every week while you are on Paid Leave. The amount depends on how much you earned the year before. Some employees will get 100% of their wages. Pay is retroactive from when your leave began.
Here’s an example: OED’s current sample benefit amounts table
What happens when I go back to work?
- Your job is protected by law while you’re on paid leave if you have worked at least 90 consecutive days for your employer.
- Your employer cannot fire you or threaten you for taking time off if you are eligible for paid leave.
- You have the right to the same job you had when you left if you have worked for your employer for at least 90 consecutive days under the law. This means you do not lose your job title or role while you’re on paid leave, if the position still exists, even if the position was filled by a temporary replacement employee while you were on leave.