🇺🇸 Oregon Paid Leave — 2026 UPDATE

Oregon Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)

⚠️Informational only — not legal or tax advice.

Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of Oregon, United States      
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

How long is maternity leave in Oregon How long is paternity leave in Oregon

Table of Contents

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Introduction

Oregon requires private employers to provide paid sick leave under ORS 653.601–653.661, administered by the Oregon Bureau of Labor and Industries (BOLI). Oregon also operates Paid Leave Oregon, a state-funded paid family and medical leave program administered by the Oregon Employment Department under ORS 657B, which has provided benefits since September 3, 2023. At the federal level, the Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave. This page compiles current requirements from the Oregon Bureau of Labor and Industries, the Oregon Employment Department, and the U.S. Department of Labor.

Quick Reference — Oregon Paid Leave Snapshot

Oregon Paid Sick Leave & PFML Overview
Category Status
Mandatory Paid Sick Leave Yes
Governing Statute ORS 653.601–653.661
Administering Agency Oregon Bureau of Labor and Industries (BOLI) — oregon.gov/boli
Covered Employers (Paid) 10+ employees statewide; 6+ if employer has a Portland location
Covered Employers (Unpaid Protected) All employers with at least 1 employee in Oregon
Eligible Employees All employees (with limited exceptions); use permitted after 90 days
Accrual Rate 1 hour per 30 hours worked; frontloading option of 40 hours permitted
Annual Usage Cap 40 hours per year
Accrual Cap 80 hours
Paid Family & Medical Leave Program Yes
PFML Program Name Paid Leave Oregon
PFML Governing Statute ORS 657B
PFML Administering Agency Oregon Employment Department — paidleave.oregon.gov
PFML Benefits Available Since September 3, 2023
PFML Contribution Rate (2026) 1% of gross wages up to $184,500 (60% employee / 40% large employer)
PFML Maximum Weekly Benefit (2025–2026 benefit year) $1,636.56 per week
PFML Minimum Weekly Benefit (2025–2026 benefit year) $68.19 per week
PFML Maximum Leave Duration 12 weeks (14 weeks for pregnancy-related conditions)
FMLA Applies Yes (federal baseline)
Information Current As Of March 2026

Sources: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx · Oregon Employment Department — https://paidleave.oregon.gov/ · U.S. Department of Labor — https://www.dol.gov/agencies/whd/fmla

Does Oregon Require Paid Sick Leave?

Oregon requires paid sick leave for employees working for employers with 10 or more employees statewide (or 6 or more employees if the employer has a location in the city of Portland), under ORS 653.601–653.661, administered by the Oregon Bureau of Labor and Industries (BOLI). Employers below those thresholds are still required to provide the same amount of sick time, but that time may be unpaid. Oregon’s sick time law has been in effect since January 1, 2016, and has been expanded through subsequent legislation, most recently by SB 1108 (2025), which added blood donation as a qualifying use effective January 1, 2026.

Source: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx · Oregon Legislature — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html

Which Employers Are Covered?

Under ORS 653.606, the paid sick leave obligation is tiered by employer size and geography:

  • Employers with 10 or more employees working anywhere in Oregon: mandatory paid sick leave.
  • Employers with 6 or more employees working anywhere in Oregon that also have a location within the city of Portland: mandatory paid sick leave (applying the Portland threshold to the entire employer).
  • All other employers (fewer than 10 employees statewide; or fewer than 6 if a Portland location exists): required to provide the same amount of sick time, but the leave may be unpaid protected time.

There is no minimum establishment size for the protected (though potentially unpaid) sick time requirement — even a single-employee employer must provide the protected leave. Employers may satisfy their obligations through a paid time off (PTO) policy that provides at least equivalent benefits.

Source: Oregon Legislature, ORS 653.606 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html · Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx

Which Employees Are Eligible?

Virtually all employees working in Oregon are covered by the sick time law, including full-time, part-time, temporary, and seasonal workers. The statute’s definition of “employee” under ORS 653.601 encompasses any individual rendering personal services at a fixed rate for an employer. Specific exclusions include:

  • Participants in work-study programs providing employment opportunities for financial assistance or vocational training at secondary or post-secondary educational institutions.
  • Independent contractors (who are not employees under the statute).
  • Certain collectively bargained employees covered by a multi-employer trust plan that provides equivalent or superior benefits (under conditions established by SB 588, effective January 1, 2023).

Employees begin accruing sick time from their first day of employment. However, employers are not required to permit the use of accrued sick time until the employee has worked for at least 90 days.

Source: Oregon Legislature, ORS 653.601 and ORS 653.606 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html · Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx

Accrual, Frontloading & Caps

Under ORS 653.606, the Oregon sick leave accrual rate and cap structure operates as follows:

  • Accrual rate: 1 hour of sick time for every 30 hours worked. Salaried employees exempt from FLSA overtime requirements are presumed to work 40 hours per week for accrual purposes unless their actual workweek is shorter.
  • Frontloading alternative: Employers may choose to frontload at least 40 hours of sick time at the beginning of each 12-month period. If frontloading is used, employers are not required to allow carryover.
  • Annual usage cap: Employers may limit employees to using 40 hours of accrued sick time per year, regardless of total hours accrued.
  • Total accrual cap: Employers may cap total accrued sick time at 80 hours.
  • Carryover: Unused sick time carries over to the following year, subject to the 80-hour total accrual cap. Carryover is not required if the employer frontloads at least 40 hours at the beginning of each year (and agrees to pay out unused leave, or forgoes it under specific conditions).
  • Waiting period: The 90-day employment period applies before use; accrual begins immediately on the first day of work.
  • No payout required: Oregon law does not require employers to pay out accrued unused sick time upon separation from employment. However, if an employee is rehired within 180 days, previously accrued and unused sick time (up to 40 hours) must be reinstated.

Source: Oregon Legislature, ORS 653.606 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html · Oregon BOLI Administrative Rules, OAR 839-007 — https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=3832

Qualifying Reasons for Paid Sick Leave

Under ORS 653.616, employees may use accrued Oregon sick time for the following reasons:

  • The employee’s own mental or physical illness, injury, or health condition, including the need for medical diagnosis, care, treatment, or preventive care.
  • Care for a family member’s mental or physical illness, injury, or health condition, including the need for medical diagnosis, care, treatment, or preventive care.
  • Care for a newly born, adopted, or foster child (under 18, or older if incapable of self-care due to disability) within 12 months of birth or placement.
  • Recovery from or treatment of a health condition that renders the employee unable to perform at least one essential function of their regular position.
  • Absences associated with the death of a family member: attending a funeral or alternative, making arrangements necessitated by the death, or grieving.
  • Absences related to domestic violence, harassment, sexual assault, bias, or stalking — including seeking legal or law enforcement assistance, obtaining medical treatment, obtaining counseling from a licensed mental health professional, accessing services from a victim services provider, or relocating to secure housing.
  • Closure of the employee’s workplace or the employee’s child’s school or childcare provider due to a public health emergency; or a public health authority’s determination that the employee’s presence in the community would jeopardize the health of others.
  • Compliance with emergency evacuation orders or exposure to extreme heat or air quality hazards, under conditions established in Oregon Administrative Rule.
  • Effective January 1, 2026: Blood donation made in connection with a voluntary program approved or accredited by the American Association of Blood Banks or the American Red Cross. (SB 1108, 2025.)

Source: Oregon Legislature, ORS 653.616 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html · Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx

Definition of Family Member

Under ORS 653.601, “family member” for purposes of the Oregon sick time law includes: the employee’s spouse or domestic partner; parent (biological, adoptive, foster, or step); child (biological, adopted, foster, step, or legal ward; or a child for whom the employee stands in loco parentis, whether a minor or adult); grandparent; grandchild; sibling; parent-in-law; parent of domestic partner; and any individual with whom the employee has a significant personal bond equivalent to a family relationship, established through a relationship of “affinity” as defined in OAR 839-007-0045. For care of an affinity-based family member, an employer may require the employee to submit a written attestation using the state’s model language.

Source: Oregon Legislature, ORS 653.601 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html · Oregon BOLI Administrative Rules, OAR 839-007-0045 — https://secure.sos.state.or.us/oard/displayDivisionRules.action?selectedDivision=3832

Pay Rate & Documentation

Paid sick time is compensated at the employee’s regular rate of pay, including the regular hourly rate for hourly workers, without reduction of benefits such as health care. For commission- or piece-rate-paid employees of employers with 10 or more employees, the rate equals at least Oregon’s minimum wage. Employers must provide written notice to Oregon employees of their rights to accrue and use sick time, either individually, through an employee handbook, or by posting in a conspicuous location in each workplace. Employers must communicate the amount of accrued and unused sick time to each employee at least once every four months, typically on the paystub. For foreseeable absences, employees must provide reasonable advance notice not to exceed 10 calendar days before the leave begins. For unforeseeable absences, notice must be given as soon as practicable. For absences exceeding three consecutive workdays, employers may require verification from a healthcare provider, submitted within 15 days. Employers must cover verification costs, including lost wages associated with obtaining verification. Verification documentation cannot require the employee to describe the nature of the illness or details of a domestic violence situation.

Source: Oregon Legislature, ORS 653.606, ORS 653.626, ORS 653.631 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html

Retaliation Protections

Under ORS 653.641, Oregon law prohibits employers from discharging, threatening, demoting, suspending, reducing pay or hours, or otherwise discriminating against any employee for requesting or using protected sick time, or for filing a complaint or testifying in a proceeding related to the sick time law. Employees who believe their rights have been violated may file a complaint with Oregon BOLI’s online complaint system. Remedies may include reinstatement, back wages, and civil penalties. The complaint portal is available at: https://complaints.boli.oregon.gov/home/landing.

Source: Oregon Legislature, ORS 653.641 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html · Oregon BOLI — https://complaints.boli.oregon.gov/home/landing

Does Oregon Have a Paid Family & Medical Leave Program?

Oregon operates a state-funded paid family and medical leave program, Paid Leave Oregon, established under ORS 657B (the Paid Family and Medical Leave Insurance Act), signed into law in 2019. Contributions to the program began January 1, 2023. Benefits became available to eligible employees on September 3, 2023. The program is administered by the Oregon Employment Department.

Source: Oregon Employment Department — https://paidleave.oregon.gov/ · Oregon Legislature, ORS 657B — https://www.oregonlegislature.gov/bills_laws/ors/ors657B.html

Program Overview — Paid Leave Oregon

Paid Leave Oregon is administered by the Oregon Employment Department. The program became the first state-run paid leave program in the United States to offer 100% wage replacement for lower-wage workers upon its launch in September 2023. The program is funded through a trust fund supported by payroll contributions from employees and large employers. Contributions are reported and paid quarterly through the Oregon Department of Revenue via Frances Online, the Oregon Employment Department’s payroll reporting system. The Oregon Employment Department sets the contribution rate annually by November 15, effective January 1 of the following year.

2026 Contribution Rate and Wage Base:

  • Total contribution rate (2026): 1% of gross wages up to $184,500 (the Social Security wage base for 2026). The rate will not exceed 1% under the statute.
  • Employee share: 60% of the total 1% contribution rate (0.6% of gross wages).
  • Large employer share (25+ employees on average): 40% of the total 1% contribution rate (0.4% of gross wages).
  • Small employer share (fewer than 25 employees on average): Not required to pay the employer portion of contributions, unless the employer has received a small employer assistance grant in the preceding two years. Small employers must still withhold and remit employee contributions.
  • Maximum annual employee contribution (2026 example): On wages of $184,500, the employee contribution is $1,107 (0.6% × $184,500).

Employers may choose to pay the employee contribution in full or in part as a benefit to employees. Tribal governments are not automatically covered but may choose to participate.

Source: Oregon Employment Department, Paid Leave Oregon Employer Overview — https://paidleave.oregon.gov/employers-overview/ · Contributions Calculator — https://paidleave.oregon.gov/employers/contributions-calculator.html · Oregon Employment Department 2026 Tax Rate Press Release — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-11-18_Tax_Rate_2026_Press_Release.pdf

Qualifying Reasons for Paid Leave Oregon

Under ORS 657B.030, eligible employees may apply for Paid Leave Oregon benefits for the following qualifying events:

Family Leave:

  • Bonding with a newly born child within 12 months of birth.
  • Bonding with a newly adopted child or a newly placed foster child within 12 months of placement; effective January 1, 2025, this includes leave to effectuate the legal process required for foster placement or adoption.
  • Caring for a family member with a serious health condition.

Medical Leave:

  • The employee’s own serious health condition that renders the employee unable to perform at least one essential function of their regular position.
  • Pregnancy-related conditions (including up to 2 additional weeks for pregnancy disability or recovery from childbirth, for a potential total of 14 weeks).

Safe Leave:

  • Absences due to domestic violence, harassment, sexual assault, stalking, or the commission of a bias crime against the employee or the employee’s minor child or dependent — including time to seek medical treatment, legal assistance, safety planning, or services from a victim services provider.

Source: Oregon Employment Department, Paid Leave Oregon — https://paidleave.oregon.gov/ · Oregon Legislature, ORS 657B.030 — https://www.oregonlegislature.gov/bills_laws/ors/ors657B.html

Benefit Amount & Duration
Benefit Detail Amount / Terms
Wage Replacement Rate 100% of average weekly wage for employees earning ≤65% of the Oregon statewide average weekly wage; reduced sliding-scale percentage above that threshold
Maximum Weekly Benefit (benefit years beginning on or after July 6, 2025) $1,636.56 per week
Minimum Weekly Benefit (benefit years beginning on or after July 6, 2025) $68.19 per week
Statewide Average Weekly Wage (2025) $1,363.80
Maximum Leave Duration 12 weeks in a 52-week benefit year
Pregnancy-Related Conditions Up to 14 weeks total (12 weeks + up to 2 additional weeks)
Intermittent Leave Permitted; minimum increment is one full work day or one full work week
Waiting Period No waiting period once claim is approved
Job Protection Yes — for employees employed 90+ consecutive days; employer must restore same position if it still exists; employers with 25+ employees must offer a similar position if the original no longer exists
Health Insurance Continuation Yes — employer must continue health insurance under the same terms during approved Paid Leave Oregon leave; employee remains responsible for their share of premiums
Top-Up with Employer PTO Permitted (effective July 1, 2024); employees may supplement Paid Leave Oregon benefits with accrued employer-provided PTO to reach 100% wage replacement; total may not exceed 100% without employer's affirmative choice

The benefit calculation uses the employee’s average weekly wage from the base year (the first four of the five most recently completed calendar quarters before the benefit year begins), across all covered Oregon employers.

Source: Oregon Employment Department — https://paidleave.oregon.gov/ · Oregon Employment Department, 2025 Weekly Benefit Announcement — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-06-03-Minimum-Maximum-Weekly-Benefit-Amounts.pdf

Eligibility Requirements

To be eligible for Paid Leave Oregon benefits, a worker must have earned at least $1,000 in subject wages or subject self-employment income during the base year (or alternate base year) preceding the benefit year. Eligible work may be full-time, part-time, seasonal, or across multiple employers, all of whose covered wages count toward the $1,000 threshold. There is no minimum tenure requirement with a current employer to receive benefits — only the $1,000 base-year earnings threshold. However, job protection (reinstatement rights) requires 90 consecutive days of employment with the current employer.

Workers excluded from coverage include: federal government employees; participants in work-study programs at secondary or post-secondary institutions; certain railroad workers; volunteers; and certain public officials. Self-employed individuals and independent contractors are not automatically covered but may opt in by applying to Paid Leave Oregon and making contributions.

Source: Oregon Employment Department, Paid Leave Oregon Employee Overview — https://paidleave.oregon.gov/employees/overview.html · ORS 657B — https://www.oregonlegislature.gov/bills_laws/ors/ors657B.html

How to Apply for Paid Leave Oregon Benefits

Applications for Paid Leave Oregon benefits are submitted through Frances Online, the Oregon Employment Department’s online portal, available 24 hours per day at https://paidleave.oregon.gov/. Paper applications are also accepted by mail and may be requested by calling 833-854-0166; paper processing times are longer. Applications may be submitted up to 30 days before the anticipated leave start date for foreseeable leave. For unforeseeable leave, the employee must notify the employer (verbally) within 24 hours of starting leave and provide written notice within 3 days. Failure to provide required written notice may result in a 25% reduction in the first weekly benefit payment. Applications may be filed up to one year after the leave begins in exceptional circumstances. Benefits are paid on a weekly basis, directly from the Oregon Employment Department, not from the employer.

Notice requirements for employees:

  • Foreseeable leave: Written notice to the employer at least 30 days before leave begins.
  • Unforeseeable leave: Verbal notice within 24 hours; written notice within 3 days of starting leave.

Source: Oregon Employment Department — https://paidleave.oregon.gov/employees/overview.html · Oregon Employment Department, Employee Guidebook — https://paidleave.oregon.gov/

Employer Obligations Under Paid Leave Oregon

Under ORS 657B, covered employers have the following obligations:

  • Contribution collection and remittance: All employers must withhold employee contributions and report and pay them quarterly through the Oregon Department of Revenue via Frances Online. Large employers (25+ employees on average) must additionally remit the employer share.
  • Notice and posting: Employers must display the Paid Leave Oregon model notice poster at each worksite. Remote employees must receive the poster by email or mail. The poster must be provided to new hires at the time of hire.
  • Job protection: All employers must protect the job and role of any employee who has been employed for more than 90 consecutive days, provided the position still exists when the employee returns. Employers with 25+ employees must offer a similar position if the original no longer exists.
  • No requirement to exhaust PTO first: Since the July 1, 2024 amendments, employees may choose to supplement (top up) Paid Leave Oregon benefits with employer-provided PTO, but employers cannot require PTO exhaustion before or instead of Paid Leave Oregon benefits. Employers may, however, set the order in which types of accrued leave are used for top-up purposes.
  • Equivalent plans: Employers may satisfy Paid Leave Oregon obligations through a state-approved private equivalent plan in lieu of the state program, provided the plan offers equal or greater benefits.

Source: Oregon Employment Department, Employer Requirements — https://paidleave.oregon.gov/employers/what-employers-need-to-do.html · Oregon BOLI, Paid Leave Oregon Protections — https://www.oregon.gov/boli/workers/pages/paid-leave-oregon-protections.aspx

Maternity, Paternity & Parental Leave in Oregon

How Long Is Maternity Leave in Oregon?

Oregon maternity leave duration depends on the combination of leave programs available to the employee. The frameworks available, which may apply sequentially or concurrently with FMLA, are:

  • Paid Leave Oregon (ORS 657B): Up to 12 weeks of paid leave for pregnancy-related medical conditions and bonding with a newborn. Employees with pregnancy-related conditions (including post-childbirth recovery) may qualify for up to 2 additional weeks, for a total of up to 14 weeks of paid leave.
  • Oregon Family Leave Act (OFLA): Pregnancy disability leave under OFLA provides up to 12 weeks of job-protected (but unpaid unless employer PTO applies) leave for pregnancy-related disability, available in addition to other OFLA and Paid Leave Oregon entitlements. OFLA applies to employers with 25+ employees; eligibility requires an average of 25 hours per week worked over 180 days.
  • Federal FMLA: Up to 12 weeks of unpaid, job-protected leave. FMLA runs concurrently with Paid Leave Oregon when the qualifying reason is the same.

An employee eligible for both Paid Leave Oregon and FMLA — for example, to recover from childbirth and bond with a newborn — may be able to access up to 14 weeks of Paid Leave Oregon benefits (paid) running concurrently with up to 12 weeks of FMLA, and additionally up to 12 weeks of OFLA pregnancy disability leave. Because OFLA and Paid Leave Oregon do not run concurrently as of the July 1, 2024 statutory amendments, the total leave accessible through sequential use can be substantial — the exact combination depends on the employee’s qualifying conditions and the timing of each leave period.

Source: Oregon Employment Department — https://paidleave.oregon.gov/ · Oregon BOLI, Oregon Family Leave Act — https://www.oregon.gov/boli/workers/pages/oregon-family-leave.aspx

Is Maternity Leave Paid in Oregon?

Oregon maternity leave is paid through Paid Leave Oregon to the extent the employee meets the $1,000 base-year earnings threshold and the qualifying conditions are met. The program pays a sliding-scale wage replacement: 100% of the employee’s average weekly wage for lower earners (those earning at or below 65% of the Oregon statewide average weekly wage of $1,363.80 in 2025); a reduced percentage for higher earners, with a maximum weekly benefit of $1,636.56 (for benefit years beginning on or after July 6, 2025). FMLA leave, which may run concurrently with Paid Leave Oregon, is unpaid under federal law; the Paid Leave Oregon benefit provides the income replacement. OFLA pregnancy disability leave is job-protected but unpaid unless the employee chooses to supplement with accrued employer-provided PTO. Oregon law does not mandate a separate, employer-funded paid maternity leave benefit; the state-run Paid Leave Oregon program is the source of paid benefits.

Source: Oregon Employment Department — https://paidleave.oregon.gov/employees/overview.html · Oregon Employment Department, Weekly Benefit Announcement — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-06-03-Minimum-Maximum-Weekly-Benefit-Amounts.pdf

Paternity Leave and Parental Leave in Oregon

Non-birthing parents — including fathers, same-sex partners, and adoptive or foster parents of either gender — access the same Paid Leave Oregon family leave entitlement as birthing parents for the bonding qualifying event. Up to 12 weeks of paid leave is available for bonding with a newly born, adopted, or foster child within 12 months of birth or placement, subject to the same $1,000 base-year earnings eligibility threshold. The Oregon parental leave benefit does not differentiate between birthing and non-birthing parents for bonding leave. Under FMLA, both parents are equally entitled to 12 weeks of job-protected unpaid bonding leave. Oregon does not have a standalone paid paternity leave statute separate from Paid Leave Oregon; the program covers all qualifying parents equally.

Source: Oregon Employment Department — https://paidleave.oregon.gov/ · U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla

Federal FMLA in Oregon

The federal Family and Medical Leave Act applies in Oregon as the baseline federal entitlement for eligible employees. Oregon’s own Paid Leave Oregon program and the Oregon Family Leave Act provide additional state-level protections that supplement or interact with FMLA. Oregon FMLA-eligible employees have access to one of the most comprehensive leave frameworks in the United States.

FMLA Coverage and Eligibility

The FMLA applies to the following covered employers in Oregon:

  • Private employers with 50 or more employees within a 75-mile radius for 20 or more workweeks in the current or preceding calendar year.
  • All public agencies (state, local, and federal government employers) and public and private elementary and secondary schools, regardless of employee count.

To be eligible for FMLA leave, an Oregon employee must have: (1) worked for the employer for at least 12 months; (2) worked at least 1,250 hours in the 12 months preceding the leave; and (3) worked at a location where the employer has 50 or more employees within a 75-mile radius. FMLA provides up to 12 workweeks of unpaid, job-protected leave in a 12-month period (or up to 26 weeks for military caregiver leave). During FMLA leave, the employer must maintain the employee’s group health insurance coverage under the same terms as if the employee had continued working.

Source: U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla

Qualifying Reasons Under FMLA

FMLA leave is available in Oregon for the following qualifying reasons:

  • Birth of a child and care for the newborn within the first 12 months.
  • Placement of a child for adoption or foster care within the first 12 months.
  • Care for the employee’s spouse, child, or parent who has a serious health condition.
  • The employee’s own serious health condition that makes the employee unable to perform the essential functions of their job.
  • A qualifying military exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered servicemember on covered active duty.
  • Military caregiver leave: up to 26 weeks to care for a covered servicemember or veteran with a serious injury or illness incurred or aggravated in the line of active duty, available to the servicemember’s spouse, son, daughter, parent, or next of kin.

Source: U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla

Is FMLA Paid or Unpaid in Oregon?

FMLA leave is unpaid under federal law. However, Oregon’s Paid Leave Oregon program — which runs concurrently with FMLA when the qualifying reason is the same — provides paid benefits to eligible employees during what would otherwise be unpaid FMLA leave. This means that for most qualifying employees, FMLA provides the job-protection framework while Paid Leave Oregon provides the income replacement. The net result is that eligible Oregon employees with a qualifying family or medical event typically receive both protections simultaneously. Employees may also use accrued employer-provided PTO to supplement Paid Leave Oregon benefits during FMLA leave, up to 100% of their wages (or beyond, if the employer affirmatively permits it).

Source: U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla · Oregon Employment Department — https://paidleave.oregon.gov/employers-overview/

Does FMLA Apply to Small Businesses in Oregon?

Federal FMLA applies to private employers with 50 or more employees within a 75-mile radius. Oregon employers with fewer than 50 employees are not covered by federal FMLA. However, small Oregon employers are still subject to Paid Leave Oregon regardless of size — all Oregon employers, including those with fewer than 25 employees, must allow eligible employees to take Paid Leave Oregon leave and must protect qualifying employees’ jobs during that leave. The Oregon Family Leave Act (OFLA) applies to employers with 25 or more employees in Oregon. Therefore, the thresholds by program are: federal FMLA (50+ employees), Oregon OFLA (25+ employees), and Paid Leave Oregon (all employers). Small employers with fewer than 25 employees have no OFLA or FMLA obligations but do have Paid Leave Oregon job-protection obligations for employees employed 90+ consecutive days.

Source: U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla · Oregon BOLI, OFLA — https://www.oregon.gov/boli/workers/pages/oregon-family-leave.aspx · Oregon Employment Department — https://paidleave.oregon.gov/employers-overview/

How Paid Leave Oregon and FMLA Interact

Paid Leave Oregon and FMLA run concurrently when the qualifying reason for leave is the same under both laws. For example, an employee taking leave for a serious health condition who is eligible for both programs will draw down from both leave banks simultaneously. The practical effect is that the employee’s paid benefits come from Paid Leave Oregon, while FMLA provides additional federal job-protection rights. An employee is not entitled to take Paid Leave Oregon leave and then separately take full FMLA leave for the same qualifying event after the Paid Leave Oregon period ends.

The Oregon Family Leave Act (OFLA) and Paid Leave Oregon, however, do not run concurrently as of the July 1, 2024 statutory amendments. OFLA leave entitlement is now limited to three qualifying reasons: (1) pregnancy-related disability leave, (2) sick child leave, and (3) bereavement leave. All other qualifying events — including parental bonding, the employee’s own serious health condition, and care for a family member — are now exclusively covered under Paid Leave Oregon. OFLA and FMLA may still run concurrently when both apply to the same qualifying event (e.g., pregnancy disability leave qualifies under both statutes).

Key Differences Between Paid Leave Oregon and Federal FMLA
Feature Paid Leave Oregon Federal FMLA
Pay Paid (wage replacement up to $1,636.56 per week) Unpaid
Employer Size for Job Protection All employers (for employees with 90+ days of employment) 50+ employees
Eligible Employees $1,000 base-year earnings (no employer tenure requirement for benefits) 12 months + 1,250 hours with covered employer
Family Member Definition Broad (includes affinity-based relationships) Narrower (spouse, child, parent)
Safe Leave Yes No
Concurrency with OFLA No (as of July 1, 2024) Yes (concurrent with OFLA when same reason)

Source: Oregon BOLI, Oregon Family Leave Act — https://www.oregon.gov/boli/workers/pages/oregon-family-leave.aspx · Oregon BOLI, Paid Leave Oregon Protections — https://www.oregon.gov/boli/workers/pages/paid-leave-oregon-protections.aspx · U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla

Other Protected Leave Categories in Oregon

Bereavement Leave

Under the Oregon Family Leave Act (OFLA), eligible employees at employers with 25 or more employees in Oregon are entitled to up to two weeks of job-protected bereavement leave per family member’s death, with a maximum of four weeks of bereavement leave per year. Bereavement leave must be completed within 60 days of the date the employee receives notice of the death. Bereavement leave under OFLA is unpaid unless the employee chooses to use accrued sick time (which may be used under the sick time law for absences related to a family member’s death, including attending a funeral, making arrangements, and grieving). Bereavement leave is not available under Paid Leave Oregon.

Source: Oregon BOLI, OFLA — https://www.oregon.gov/boli/workers/pages/oregon-family-leave.aspx

Jury Duty Leave

Oregon law prohibits employers from discharging or threatening to discharge an employee who is summoned for jury service. The Oregon jury duty leave statute does not require employers to provide paid leave during jury service, but employers may not retaliate against employees for fulfilling their jury duty obligations.

Source: Oregon Legislature, ORS 10.090 — https://www.oregonlegislature.gov/bills_laws/ors/ors010.html

Voting Leave

Oregon conducts elections entirely by mail ballot (vote-by-mail), so no dedicated paid voting leave statute exists at the state level. All registered Oregon voters receive their ballots by mail and are not required to travel to a polling place, rendering the traditional employer-sponsored voting leave framework inapplicable in most circumstances.

Source: Oregon Secretary of State, Elections Division — https://sos.oregon.gov/voting/Pages/voteinor.aspx

Domestic Violence / Crime Victim Leave

Beyond the sick time law’s domestic violence provisions (covered in Section 2), Paid Leave Oregon’s safe leave category provides paid benefits for absences due to domestic violence, harassment, sexual assault, stalking, or bias crimes against the employee or a minor child or dependent. Additionally, ORS 659A.270–659A.285 (the Oregon Victim Assistance Leave statute) provides job-protected leave for crime victims to attend related judicial proceedings. Oregon BOLI administers anti-discrimination protections for domestic violence victims under ORS 659A.280.

Source: Oregon BOLI, Domestic Violence Protections — https://www.oregon.gov/boli/workers/pages/domestic-violence-protections-for-workers.aspx

Military Leave

Federal law (the Uniformed Services Employment and Reemployment Rights Act, USERRA) provides baseline job-protection for employees called to active military duty, including reemployment rights and continuation of benefits. Oregon additionally provides state military leave protections under ORS 399.230, including paid leave provisions for Oregon National Guard members called to state active duty; details on state pay provisions for guardsmen are maintained by the Oregon Military Department.

Source: U.S. Department of Labor, USERRA — https://www.dol.gov/agencies/vets/programs/userra · Oregon Military Department — https://www.oregon.gov/OMD/Pages/index.aspx

Prenatal Leave

Oregon does not currently have a standalone paid prenatal leave statute equivalent to the 2025 New York prenatal leave law. Prenatal medical appointments and conditions are covered under: (1) Oregon’s sick time law (for preventive medical care and medical appointments); (2) Paid Leave Oregon’s medical leave category (for serious health conditions arising during pregnancy); and (3) OFLA pregnancy disability leave for disabling conditions before childbirth. These provisions collectively provide substantial protections for prenatal care.

Source: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx · Oregon Employment Department — https://paidleave.oregon.gov/

2026 Updates & Recent Legislative Changes

What Changed in Oregon Paid Leave Laws in 2025–2026?

Effective January 1, 2026:

Effective July 6, 2025:

  • Paid Leave Oregon Maximum Weekly Benefit Increased: For benefit years beginning on or after July 6, 2025, the maximum weekly Paid Leave Oregon benefit increased to $1,636.56 per week (from $1,568.60), and the minimum weekly benefit increased to $68.19 per week. These amounts are recalculated annually based on the Oregon statewide average weekly wage, which was $1,363.80 for 2025 (a 4.3% increase from 2024). Source: Oregon Employment Department, June 3, 2025 Announcement — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-06-03-Minimum-Maximum-Weekly-Benefit-Amounts.pdf

Effective July 1, 2024 (still governing in 2026):

  • OFLA and Paid Leave Oregon Decoupled: The July 1, 2024 amendments to ORS 659A (OFLA) and ORS 657B (Paid Leave Oregon) eliminated concurrent running of OFLA and Paid Leave Oregon leave. OFLA’s qualifying reasons were narrowed to pregnancy disability leave, sick child leave, and bereavement leave. All other leave events previously covered under OFLA (parental bonding, employee’s own serious health condition, care for family member’s serious health condition) are now exclusively covered under Paid Leave Oregon. FMLA continues to run concurrently with Paid Leave Oregon.
  • Employee PTO Top-Up Clarified: Employees may supplement Paid Leave Oregon benefits with accrued employer PTO up to 100% of their regular wages (or beyond if the employer affirmatively permits it). Employers may determine the order in which different types of accrued leave are used for top-up purposes.
  • Foster/Adoption Legal Process Leave: Effective January 1, 2025, Paid Leave Oregon benefits became available for leave to effectuate the legal process required for foster child placement or adoption.

Source: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/oregon-family-leave.aspx · Oregon Employment Department — https://paidleave.oregon.gov/

Pending Legislation

Legislative status for Oregon paid leave bills introduced in the 2025–2026 legislative session is subject to change. Current bill tracking is available through the Oregon Legislative Assembly at https://olis.oregonlegislature.gov/.

How to File a Paid Leave Complaint in Oregon

Filing a Paid Sick Leave Complaint

Complaints alleging violations of Oregon’s paid sick time law (ORS 653.601–653.661) are filed with the Oregon Bureau of Labor and Industries (BOLI) through the online complaint portal at https://complaints.boli.oregon.gov/home/landing. BOLI investigates complaints and may pursue remedies including reinstatement, back wages, and civil penalties. General inquiries may be directed to BOLI’s contact page at https://www.oregon.gov/boli/about/pages/contact-us.aspx or to boli_help@boli.oregon.gov.

Source: Oregon BOLI — https://complaints.boli.oregon.gov/home/landing

Filing a Paid Leave Oregon Claim or Appeal

Paid Leave Oregon benefit claims are filed through Frances Online at https://paidleave.oregon.gov/ or by calling 833-854-0166. Employers who believe an employee has improperly received benefits, or employees who receive an adverse benefit determination, may appeal through the Oregon Employment Department’s appeal process. Appeal instructions are provided with each benefit determination notice and are accessible through Frances Online. Complaints alleging employer retaliation or violations of job protection obligations under ORS 657B are handled by Oregon BOLI at https://complaints.boli.oregon.gov/home/landing.

Source: Oregon Employment Department — https://paidleave.oregon.gov/employees/overview.html · Oregon BOLI — https://www.oregon.gov/boli/workers/pages/paid-leave-oregon-protections.aspx

Filing an FMLA Complaint

Complaints alleging violations of the federal Family and Medical Leave Act are filed with the U.S. Department of Labor Wage and Hour Division (WHD) at https://www.dol.gov/agencies/whd/contact/complaints. The Portland, Oregon district office serves most of the state; the WHD office locator is available at https://www.dol.gov/agencies/whd/contact/local-offices.

Source: U.S. Department of Labor, WHD — https://www.dol.gov/agencies/whd/contact/complaints

Interstate Considerations for Remote Workers in Oregon

Paid leave laws generally apply based on where the employee performs work, not where the employer is headquartered. An employee working remotely from an Oregon location for an out-of-state employer is generally covered by Oregon’s paid sick time law and Paid Leave Oregon if they meet the applicable eligibility requirements and are working in Oregon. Oregon Employment Department guidance on employees who work in more than one state is available in the “Place of Performance” factsheet at https://paidleave.oregon.gov/.

Employers headquartered in Oregon with employees working in neighboring Washington State should note that Washington operates its own Paid Family and Medical Leave program (administered by the Washington Employment Security Department), separate from Paid Leave Oregon. Contributions and benefits follow the state where the work is performed.

For more detail on remote work laws applicable to Oregon workers, see RemoteLaws.com’s companion page: /remote-work-laws/u-s-states/oregon/.

Frequently Asked Questions — Oregon Paid Leave

How does FMLA work in Oregon?

Federal FMLA provides eligible employees at covered Oregon employers (50+ employees) up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons, including childbirth, adoption, serious health conditions, and military family leave. In Oregon, FMLA most often runs concurrently with Paid Leave Oregon, which provides the paid wage replacement during the FMLA period. Source: U.S. Department of Labor — https://www.dol.gov/agencies/whd/fmla.

How long is maternity leave in Oregon?

Under Paid Leave Oregon (ORS 657B), eligible employees may take up to 12 weeks of paid leave for bonding and pregnancy-related conditions, with up to 2 additional weeks available for pregnancy disability or post-childbirth recovery — totaling up to 14 weeks of paid leave. OFLA pregnancy disability leave may provide additional job-protected time. FMLA adds 12 weeks of unpaid job-protected leave, running concurrently with Paid Leave Oregon. Source: Oregon Employment Department — https://paidleave.oregon.gov/.

Is maternity leave paid or unpaid in Oregon?

Oregon maternity leave is paid through Paid Leave Oregon for eligible employees who earned at least $1,000 in their base year. Benefits range from $68.19 to $1,636.56 per week (for benefit years beginning on or after July 6, 2025), depending on prior wages. FMLA is unpaid under federal law but typically runs concurrently with the paid Paid Leave Oregon benefit. Source: Oregon Employment Department — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-06-03-Minimum-Maximum-Weekly-Benefit-Amounts.pdf.

Who is eligible for FMLA in Oregon?

Employees are eligible for FMLA in Oregon if they have worked for a covered employer (50+ employees) for at least 12 months, worked at least 1,250 hours in the preceding 12 months, and work at a location where the employer has 50 or more employees within a 75-mile radius. Source: U.S. Department of Labor — https://www.dol.gov/agencies/whd/fmla.

Is FMLA paid in Oregon?

FMLA leave is unpaid under federal law. However, Paid Leave Oregon provides paid benefits concurrently with FMLA for qualifying events, allowing eligible Oregon employees to receive income replacement (up to $1,636.56/week) during what would otherwise be unpaid FMLA leave. Source: U.S. Department of Labor, FMLA — https://www.dol.gov/agencies/whd/fmla; Oregon Employment Department — https://paidleave.oregon.gov/.

Does Oregon have paid sick leave?

Yes. Oregon requires paid sick leave under ORS 653.601–653.661 for employees working for employers with 10 or more employees statewide (or 6 or more if the employer has a Portland location). All other Oregon employers must provide the same amount of sick time, but it may be unpaid. Employees accrue 1 hour of sick time per 30 hours worked, up to 40 hours per year. Source: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx.

Does Oregon have paid family leave?

Yes. Oregon’s Paid Leave Oregon program (ORS 657B), administered by the Oregon Employment Department, provides paid family, medical, and safe leave to eligible employees. Benefits began September 3, 2023. The program pays up to $1,636.56 per week (benefit years beginning on or after July 6, 2025) for up to 12 weeks (or 14 weeks for pregnancy-related conditions). Source: Oregon Employment Department — https://paidleave.oregon.gov/.

How many sick days are required in Oregon?

Oregon law requires employers to provide at least 1 hour of sick time per 30 hours worked, with a usage cap of 40 hours per year (equivalent to 5 days for full-time employees). Employers with 10 or more employees statewide (6 or more with a Portland location) must provide paid sick time; other employers provide unpaid protected sick time. Source: Oregon Legislature, ORS 653.606 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html.

Does FMLA apply to small businesses in Oregon?

Federal FMLA does not apply to private employers with fewer than 50 employees within a 75-mile radius. However, small Oregon employers with 25 or more employees are covered by the Oregon Family Leave Act (OFLA). All Oregon employers, regardless of size, must allow eligible employees to take Paid Leave Oregon leave and must protect qualifying employees’ jobs. Source: Oregon BOLI, OFLA — https://www.oregon.gov/boli/workers/pages/oregon-family-leave.aspx.

How long is paternity leave in Oregon?

Non-birthing parents in Oregon are entitled to the same Paid Leave Oregon family leave benefit as birthing parents for bonding with a new child — up to 12 weeks of paid leave within 12 months of birth, adoption, or foster placement, subject to the $1,000 base-year earnings threshold. Federal FMLA provides an equal 12-week unpaid bonding leave entitlement for both parents at covered employers. Source: Oregon Employment Department — https://paidleave.oregon.gov/.

Can an employer deny paid sick leave in Oregon?

Oregon law prohibits employers from denying accrued sick time use for qualifying reasons or retaliating against employees who request or use sick time. Employers may require reasonable advance notice for foreseeable absences and, for absences exceeding three consecutive days, may require healthcare provider verification within 15 days (with the employer covering verification costs). Source: Oregon Legislature, ORS 653.641 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html.

Is paid sick leave available to part-time employees in Oregon?

Yes. Part-time employees in Oregon accrue sick time at the same rate — 1 hour per 30 hours worked — as full-time employees, and are entitled to paid sick time if the employer meets the 10-employee (or 6-employee Portland) threshold. Source: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx.

Can Oregon paid sick leave be used for a family member’s illness?

Yes. Oregon sick time may be used to care for a family member (broadly defined under ORS 653.601, including spouses, domestic partners, children, parents, grandparents, grandchildren, siblings, and affinity-based family members) who has a mental or physical illness, injury, or health condition, or who requires medical diagnosis, care, treatment, or preventive care. Source: Oregon Legislature, ORS 653.616 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html.

What happens to unused Oregon sick leave if an employee leaves their job?

Oregon law does not require employers to pay out accrued unused sick time upon separation from employment. However, if a former employee is rehired within 180 days, previously accrued and unused sick time (up to 40 hours) must be reinstated. Source: Oregon Legislature, ORS 653.606 — https://www.oregonlegislature.gov/bills_laws/ors/ors653.html.

Is there a waiting period before using Oregon paid sick leave?

Employees begin accruing sick time from their first day of employment, but employers are not required to permit the use of accrued sick time until the employee has completed 90 days of employment. Source: Oregon BOLI — https://www.oregon.gov/boli/workers/pages/sick-time.aspx.

How much does Oregon Paid Leave Oregon pay?

Paid Leave Oregon pays a sliding-scale wage replacement: 100% of the employee’s average weekly wage for employees earning at or below 65% of the Oregon statewide average weekly wage ($1,363.80 in 2025), with a reduced percentage for higher earners. The maximum weekly benefit for benefit years beginning on or after July 6, 2025 is $1,636.56. The minimum is $68.19. Source: Oregon Employment Department — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-06-03-Minimum-Maximum-Weekly-Benefit-Amounts.pdf.

How long is Oregon Paid Family Leave?

Paid Leave Oregon provides up to 12 weeks of paid leave in a 52-week benefit year, with up to 2 additional weeks (14 total) available for pregnancy-related conditions. Source: Oregon Employment Department — https://paidleave.oregon.gov/employees/overview.html.

Who pays for Oregon Paid Family Leave — the employer or employee?

Paid Leave Oregon is funded through payroll contributions. Employees pay 60% of the 1% total contribution rate. Large employers with 25 or more employees on average pay 40%. Small employers with fewer than 25 employees are not required to pay the employer portion but must collect and remit employee contributions. Source: Oregon Employment Department — https://paidleave.oregon.gov/employers-overview/.

Can Oregon Paid Family Leave and FMLA be taken at the same time?

Yes. When the qualifying reason for leave is the same under both laws, Paid Leave Oregon and FMLA run concurrently. The Paid Leave Oregon benefit provides income replacement while FMLA provides additional job-protection rights. Source: Oregon BOLI, Paid Leave Oregon Protections — https://www.oregon.gov/boli/workers/pages/paid-leave-oregon-protections.aspx.

Is the job protected during Oregon Paid Family Leave?

Yes, for employees who have been employed by the same employer for at least 90 consecutive days. Employers must restore the employee to the same position held at the start of leave if that position still exists. Employers with 25 or more employees must offer a comparable position if the original no longer exists. Source: Oregon Employment Department — https://paidleave.oregon.gov/employers/what-employers-need-to-do.html.

What is the Oregon Paid Leave Oregon contribution rate for 2026?

The Paid Leave Oregon contribution rate for 2026 is 1% of gross wages up to $184,500 (the 2026 Social Security wage base). Employees pay 0.6% (60%) and large employers pay 0.4% (40%). Small employers with fewer than 25 employees on average are not required to pay the employer portion. Source: Oregon Employment Department Press Release, November 18, 2025 — https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-11-18_Tax_Rate_2026_Press_Release.pdf.

How do I apply for Oregon Paid Family Leave?

Applications for Paid Leave Oregon benefits are submitted through Frances Online at https://paidleave.oregon.gov/, available 24 hours per day. Paper applications are also accepted; request by calling 833-854-0166. For foreseeable leave, the application may be submitted up to 30 days before leave begins. Benefits are paid directly by the Oregon Employment Department on a weekly basis. Source: Oregon Employment Department — https://paidleave.oregon.gov/employees/overview.html.

Can Paid Leave Oregon be taken intermittently?

Yes. Paid Leave Oregon may be taken intermittently, in increments of at least one full work day or one full work week, based on the needs of the qualifying condition. Source: Oregon Employment Department — https://paidleave.oregon.gov/employees/overview.html.

How long is maternity leave for fathers in Oregon?

Fathers and non-birthing parents are entitled to the same Paid Leave Oregon bonding leave benefit as birthing parents — up to 12 weeks of paid leave within 12 months of the child’s birth, adoption, or foster placement. FMLA provides an equal 12-week unpaid job-protected bonding entitlement for both parents at covered employers. Source: Oregon Employment Department — https://paidleave.oregon.gov/.

Sources & Verification Log

Section Source URL Date Verified
Paid Sick Leave Law Oregon Bureau of Labor and Industries (BOLI) oregon.gov/boli/workers/pages/sick-time.aspx March 2026
Paid Sick Leave Statute Oregon Legislature — ORS 653.601–653.661 oregonlegislature.gov/ors653 March 2026
Sick Leave Administrative Rules Oregon Secretary of State — OAR 839-007 secure.sos.state.or.us March 2026
SB1108 (2025) — Blood Donation Oregon Legislature olis.oregonlegislature.gov March 2026
Paid Leave Oregon Program Oregon Employment Department paidleave.oregon.gov March 2026
PLO Statute Oregon Legislature — ORS 657B oregonlegislature.gov/ors657B March 2026
PLO Employee Overview Oregon Employment Department paidleave.oregon.gov/employees March 2026
PLO Employer Overview Oregon Employment Department paidleave.oregon.gov/employers March 2026
PLO Employer Requirements Oregon Employment Department paidleave.oregon.gov/employers/requirements March 2026
PLO Contributions Calculator Oregon Employment Department paidleave.oregon.gov/calculator March 2026
PLO 2026 Contribution Rate Oregon Employment Department Press Release oregon.gov press release March 2026
PLO Max / Min Weekly Benefit Oregon Employment Department oregon.gov benefit document March 2026
PLO Retaliation Protections Oregon BOLI oregon.gov/boli protections March 2026
Oregon Family Leave Act (OFLA) Oregon BOLI oregon.gov/boli OFLA March 2026
OFLA Employer Tracking Form Oregon BOLI oregon.gov/boli tracking form March 2026
Federal FMLA U.S. Department of Labor — WHD dol.gov/fmla March 2026
FMLA Complaints U.S. DOL WHD dol.gov complaints March 2026
BOLI Complaint Portal Oregon BOLI complaints.boli.oregon.gov March 2026
Jury Duty Statute Oregon Legislature — ORS 10.090 oregonlegislature.gov March 2026
Domestic Violence Protections Oregon BOLI oregon.gov/boli protections March 2026
State Paid Leave Overview U.S. Department of Labor — Women’s Bureau dol.gov paid leave overview March 2026

Others

California
Colorado
Massachusetts
Washington
New Jersey
New York
Texas
Florida
Illinois
Connecticut

This page compiles information from official government sources for general reference purposes. It does not constitute legal advice. Employment law is subject to legislative changes and judicial interpretation. For specific compliance questions, consultation with a licensed attorney in Oregon is recommended. Last updated: March 2026.