Oregon Leave Laws
Oregon has a relatively complex state leave framework because it includes both Paid Leave Oregon, which provides wage replacement and job protection in many cases, and the Oregon Family Leave Act, which provides unpaid job-protected leave for a narrower set of reasons. Oregon also has separate short-term protected absence laws, including sick time, jury duty leave, domestic violence protections, and military family leave.
The most important compliance distinction is whether a law provides job protection, wage replacement, or both. Paid Leave Oregon generally provides paid benefits and job protection for eligible employees who have worked for the same employer for at least 90 consecutive days. OFLA, by contrast, is generally unpaid but provides job-protected leave for qualifying reasons such as sick child leave, bereavement leave, pregnancy disability leave, and military family leave.
Oregon Leave Laws
Oregon has a relatively complex state leave framework because it includes both Paid Leave Oregon, which provides wage replacement and job protection in many cases, and the Oregon Family Leave Act, which provides unpaid job-protected leave for a narrower set of reasons. Oregon also has separate short-term protected absence laws, including sick time, jury duty leave, domestic violence protections, and military family leave.
The most important compliance distinction is whether a law provides job protection, wage replacement, or both. Paid Leave Oregon generally provides paid benefits and job protection for eligible employees who have worked for the same employer for at least 90 consecutive days. OFLA, by contrast, is generally unpaid but provides job-protected leave for qualifying reasons such as sick child leave, bereavement leave, pregnancy disability leave, and military family leave.
State Leave Summary Table
| Field | State-Specific Summary |
| State | Oregon |
| Primary Leave Agencies | Oregon Employment Department / Paid Leave Oregon; Oregon Bureau of Labor and Industries; Oregon Bureau of Labor and Industries Civil Rights Division |
| Main Leave Categories | Paid family and medical leave, safe leave, Oregon Family Leave Act leave, pregnancy disability leave, sick child leave, bereavement leave, sick time, domestic violence protections, jury duty leave, military family leave |
| Federal Interaction | Oregon leave may overlap with FMLA, but OFLA and Paid Leave Oregon do not run at the same time under Oregon guidance. Employers should evaluate federal, state paid leave, and state protected leave separately. |
Job Protected Entitlements
| Leave Type | OR Law/ Program | Job Protected | Paid Leave | Covered Employers | Employee Eligibility | Duration |
| Paid Family / Medical / Safe Leave | Paid Leave Oregon | Yes, if employee has worked for employer for at least 90 consecutive days | Yes | Most Oregon employers; employees and large employers contribute to program funding | Employee currently works in Oregon and earned at least $1,000 in Oregon during the base year | Up to 12 weeks in a 52-week period; up to 14 weeks for certain pregnancy, childbirth, or related medical needs |
| Oregon Family Leave | Oregon Family Leave Act (OFLA) | Yes | Generally unpaid unless paid leave is used | Employers with 25+ employees | Eligible employees of covered employers; OFLA covers specific qualifying reasons | Up to 12 weeks for sick child leave and bereavement; up to 12 additional weeks for pregnancy disability |
| Sick Child Leave | Oregon Family Leave Act (OFLA) | Yes | Generally unpaid unless paid leave is used | Employers with 25+ employees | Employee needs to care for a child due to illness, injury, or condition requiring home care | Counts against OFLA leave; includes serious and non-serious conditions and certain school/childcare closures during public health emergencies |
| Pregnancy Disability Leave | Oregon Family Leave Act (OFLA) | Yes | Generally unpaid unless Paid Leave Oregon, sick time, PTO, or employer policy applies | Employers with 25+ employees | Employee has pregnancy-related incapacity before or after birth or needs prenatal care | Up to 12 additional weeks for pregnancy disability |
Job-Protected Leave Entitlement Descriptions
These laws create a protected right to take time away from work and generally require the employer to preserve employment rights, restore the employee to the same or comparable position, or otherwise avoid interference or retaliation.
Paid Leave Oregon
Paid Leave Oregon is the state’s primary paid family, medical, and safe leave program. It provides eligible employees with up to 12 weeks of paid leave for family, medical, or safe leave reasons. Employees may receive up to 2 additional weeks, for a total of up to 14 weeks, for limitations related to pregnancy, childbirth, or related medical conditions. The program also provides job protection if the employee has worked for the same employer for at least 90 consecutive days.
Oregon Family Leave Act
OFLA provides unpaid job-protected leave for specific reasons. Current Oregon guidance identifies OFLA qualifying reasons as sick child leave, bereavement leave, pregnancy disability leave, and military family leave. OFLA applies to employers with 25 or more employees. OFLA is generally unpaid unless vacation, sick, or other paid leave benefits are applied.
Pregnancy Disability Leave
Oregon provides pregnancy disability leave under OFLA for an employee’s own pregnancy-related incapacity before or after birth or for prenatal care. This is separate from Paid Leave Oregon’s paid pregnancy-related benefit extension. OFLA can provide up to 12 additional weeks for pregnancy disability.
Paid Sick Time
Oregon sick time is both a short-term protected absence right and, for many employers, a paid leave obligation. Almost all Oregon employees receive protected sick time. Sick time is paid if the employer has 10 or more employees, or 6 or more employees if the employer has a location in Portland. Smaller employers must still provide protected sick time, but it may be unpaid. Employees accrue at least 1 hour of sick time for every 30 hours worked.
Use of Employer PTO With Paid Leave Oregon
Oregon allows employees to use employer-provided paid leave, such as paid sick time, vacation, or PTO, while receiving Paid Leave Oregon benefits. Employers should coordinate state benefit payments with employer leave banks, especially where policies cap combined benefits at 100% wage replacement.
Bereavement and military family leave are shorter-duration protected leaves under OFLA. Bereavement leave is limited to 2 weeks per family member and 4 weeks per leave year, while military family leave is limited to 14 days per deployment. Both should be surfaced separately in a leave workflow because they have distinct eligibility, timing, and duration rules.
*State Leave Law Summaries are for informational purposes only and are subject to change. To the extent possible, we will update these leave laws as and when States update their policies. However, there may be a time lag. Further, for specific applicability with a personal situation, Qcera advises contacting your employer’s HR department for support.