How does Paid Leave Oregon (PLO) work?

Quick answer

PLO provides up to 12 weeks of partial wage replacement per year (14 weeks for pregnancy/childbirth-related limitations) for employees experiencing their own serious health condition, caring for a family member, bonding with a new child, or dealing with domestic violence, harassment, sexual assault, or stalking. Wage replacement eligibility requires earning at least $1,000 during the base period; job and benefit protection additionally requires at least 90 days of employment with the current employer. Benefits are paid directly by the state, with no waiting period, on a sliding scale up to 100% of wages — the maximum weekly benefit is $1,692.16 for claims with benefit years starting on or after 6/28/26.

Who this applies to / Prerequisites

• Employees with a job based in Oregon who earned at least $1,000 in wages during the base period (wage replacement eligibility)
• Employees who have also worked at least 90 days at their current employer prior to leave start (job and benefit protection eligibility)
• PLO's "family member" definition is broad, including spouses, domestic partners, children (including adult children with a substantial impairment), parents, in-laws, siblings, grandparents/grandchildren, and any individual whose relationship is the equivalent of family

1. The employee's own serious health condition, including pregnancy and/or childbirth.
2. Caring for a qualifying family member with a serious health condition, including pregnancy.
3. The birth of a child, and bonding with the newborn within a year of birth.
4. The placement of a child with the employee for adoption or foster care, and bonding within a year of placement.
5. Certain reasons related to domestic violence, harassment, sexual assault, or stalking.

1. Confirm wage replacement eligibility: at least $1,000 earned in wages during the base period.
2. Confirm job/benefit protection eligibility separately: at least 90 days worked at the current employer prior to leave start. Wage replacement can apply without job protection if the 90-day threshold isn't met.
3. Standard entitlement is up to 12 weeks per year; employees with pregnancy, childbirth, or related medical condition limitations can use an additional 2 weeks (14 weeks total).
4. Benefits are calculated on a sliding scale based on prior-year wages and the state average weekly wage, up to 100% of wages, capped at $1,692.16/week (for benefit years starting on or after 6/28/26). The Oregon Employment Department typically updates the state average weekly wage each July.
5. PLO is funded through premiums paid by both employers and employees, unless the employer opts to cover employee costs (exceptions exist for smaller employers).
6. The state pays employees directly via direct deposit or prepaid debit card. Employees apply directly to the state unless their employer has a private plan. There is no waiting period, and leave can be used intermittently.
7. PLO runs concurrently with FMLA when applicable, but does not run concurrently with OFLA.

• Employee has wage replacement eligibility but not job protection: This is possible — wage replacement only requires the $1,000 earnings threshold, while job/benefit protection requires the additional 90-day tenure requirement.
• Employee needs extra time for pregnancy/childbirth-related limitations: An additional 2 weeks (14 weeks total) is available specifically for this reason.
• Employee wants to use both PLO and OFLA for the same leave period: These do not run concurrently — determine which law applies rather than assuming both apply simultaneously.
• Unsure about the current maximum weekly benefit: The $1,692.16 figure applies to claims with benefit years starting on or after 6/28/26; the state average weekly wage typically updates each July, which can affect this figure over time.
• If none of these apply, contact your Leave Success Manager.

• Wage replacement eligibility and job/benefit protection eligibility are separate thresholds — meeting one doesn't guarantee the other.
• PLO runs concurrently with FMLA when applicable, but never concurrently with OFLA.
• The maximum weekly benefit is subject to change as the state average weekly wage updates, typically each July.
• Funding is split between employers and employees by default, though employers can choose to cover the full cost; smaller employers have some exceptions.

• How much does PLO pay?
• Do I need 90 days of tenure to get job protection under PLO?
• Can I get extra PLO time for pregnancy or childbirth?
• Does PLO run concurrently with OFLA?
• Is there a waiting period for PLO?
• Who funds Paid Leave Oregon?