Time for care when it matters most
Paid Leave Oregon makes sure you can take paid time off to care for yourself or loved ones during life’s important moments. Find out more about the program, what it means for you and your family, and what you can do to get ready.
Most people who work in Oregon are covered by Paid Leave Oregon.
You are automatically covered if:
- You work for an employer in Oregon, and
- You earned at least $1,000 the year before you apply for benefits, and
- You have a life event that qualifies you (learn more about qualifying life events)
*If you work in more than one state, please see the Place of Performance joint letter with Washington.
What kind of work counts?
It counts if you:
- Work a seasonal job in Oregon, or
- Full-time job in Oregon, or
- Part-time job in Oregon, or
- Work for one or more employers in Oregon
You are not automatically covered if you are:
- Self-employed or an independent contractor
- A Tribal government or you work for a Tribal government
- A federal employee
- A participant in a work training program as part of a state or federal assistance program
- A participant in a work-study program that provides students in secondary or postsecondary educational institutions with employment opportunities for financial assistance or vocational training
- A railroad employee exempted under the federal Railroad Unemployment Insurance Act
- A volunteer
Important dates to know
Employees and large employers both start to contribute to the program.
All employees contribute 60% of the total 1% contribution rate, regardless of the size of your employer.
Benefits begin.
What kinds of leave are covered?
Caring for members of your family:
- During the birth of a child
- Bonding with a child in the first year:
- After birth
- Through adoption
- When they’re placed in your home through foster care
- To care for a family member with a serious health condition (learn what is considered a serious health condition under Paid Leave Oregon)
To care for yourself when you have:
- A serious health condition (learn what is considered a serious health condition under Paid Leave Oregon)
For survivors of:
- Sexual assault
- Domestic violence
- Harassment
- Stalking
Family member
Paid Leave Oregon was created with families of every kind in mind, making sure people can access the time they need with an inclusive definition of “family member.” A family member under Paid Leave Oregon can be 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 is connected to you and has a family relationship
Qualifying life event
A qualifying life event means any of these:
- The birth of a child
- Bonding with a child in the first year:
- After birth
- Through adoption
- When they’re placed in your home through foster care
- A family member has a serious health condition (learn what is considered a serious health condition under Paid Leave Oregon)
- You have a serious health condition (learn what is considered a serious health condition under Paid Leave Oregon)
- You or your child are a survivor of sexual assault, domestic violence, harassment, or stalking
Your Paid Leave Oregon benefits
Time off with pay and job protection
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 based on what your serious health condition needs.
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 leave. Learn more.
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, and they must give you the time off according to the law.
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 by 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.
Here’s how it works:
Employers and employees share the cost of Paid Leave Oregon.
- The 2023 total contribution rate is 1% (this may change from year to year but will never go higher than 1%). The total contribution rate means the amount the employer and employee combined pay into the program.
- Employees pay 60% of the total 1% contribution rate. This is no more than 0.6% of your gross wages up to maximum wages of $132,900 (for 2023). This means once your wages reach $132,900 (for 1 employer) in the calendar year, you do not pay contributions on wages above that amount. (This amount may adjust for inflation each year.)
- Large employers with 25 or more employees pay 40% of the total 1% contribution rate.
- Contributions will be taken out of your wages by your employer starting on or after Jan. 1, 2023. You can use the contributions calculator to figure out the approximate amount of your contribution.
Here are some things to keep in mind as you get ready:
- Your contributions to Paid Leave Oregon will start on Jan. 1, 2023. If you want to get an idea of how much you’ll have withheld, you can use this contributions calculator for an approximate amount of your contributions to the program.
- Start gathering the forms or documents you’ll need to apply, if you:
- Are pregnant, or
- Had a child on or after Sept. 2022, or
- You adopted a child on or after Sept. 2022, or
- You plan to adopt or welcome a child into your home through foster care
- If you’re self-employed or an independent contractor and you want to choose coverage, you can get ready to participate on Jan. 1, 2023. Find out more about what you’ll need to do.
When to give notice to your employer about using Paid Leave:
If you know you will need to use Paid Leave for an upcoming medical procedure, to have a child, to adopt a baby, or for any other qualifying life event, you need to let your employer know at least 30 calendar days before you take leave.
In an emergency, you must tell your employer (this does not have to be in writing) that you plan to use Paid Leave within 24 hours. Follow up with a written notice to your employer within 3 days after starting leave.
If you do not give notice to your employer, this may reduce your first weekly benefit payment by up to 25%.
