How does the Oregon Family Leave Act (OFLA) work?

Quick answer

OFLA provides eligible Oregon employees with up to 12 weeks of unpaid, job- and benefit-protected leave in a 12-month period for pregnancy/childbirth, caring for a sick child, or grieving a family member's death. To be eligible, an employee must have worked at least 180 days and at least 25 hours/week in the previous 180 days, at an employer with 25 or more Oregon employees. Birthing parents can take an additional 12 weeks specifically for pregnancy/childbirth on top of the standard 12 weeks for other OFLA reasons, and bereavement leave is capped separately at up to 2 weeks per family member (4 weeks total across all family members).

Who this applies to / Prerequisites

• Employers with 25 or more employees working in Oregon
• Employees with at least 180 days of employment and at least 25 hours/week worked in the previous 180 days (different rules apply during a public health emergency)

1. Pregnancy and/or childbirth.
2. Caring for a child with a serious health condition requiring home care.
3. Caring for a child with an illness, injury, or condition that doesn't rise to a serious health condition but still requires home care.
4. Caring for a child whose school or childcare provider closed due to a statewide public health emergency.
5. Attending a family member's funeral (or alternative), making arrangements after a family member's death, or grieving a family member's death.

1. The standard entitlement is up to 12 weeks in a 12-month period for the qualifying reasons above.
2. Birthing parents get an additional, separate 12 weeks specifically for pregnancy/childbirth, on top of the standard 12 weeks available for other OFLA reasons.
3. Bereavement leave is capped separately: up to 2 weeks per family member within 60 days of the death, with total bereavement leave across all family members not exceeding 4 weeks.
4. For sick child leave (child needs home care but doesn't have a serious health condition), employers cannot request medical certification if the leave is 3 days or less. If it extends beyond 3 consecutive days, the employer may request certification but must pay for it.
5. OFLA runs concurrently with FMLA when applicable, but does not run concurrently with PLO.

• Employee needs sick child leave beyond 3 days: The employer may request medical certification, but must cover the cost of obtaining it.
• Employee is grieving multiple family members: Bereavement leave is capped at 2 weeks per family member, with a combined maximum of 4 weeks across all family members.
• Employee wants to use both PLO and OFLA for the same leave period: These do not run concurrently — check which law applies to the specific circumstances rather than assuming both apply simultaneously.
• Public health emergency affecting eligibility: Different eligibility rules apply during a declared public health emergency — confirm current requirements before applying standard eligibility criteria.
• If none of these apply, contact your Leave Success Manager.

• OFLA applies only to employers with 25 or more employees working in Oregon.
• OFLA runs concurrently with FMLA when applicable, but never concurrently with PLO.
• Medical certification for sick child leave (3 days or less) cannot be requested by the employer; beyond 3 days, the employer can request it but must pay for it.
• Bereavement leave is capped at 2 weeks per family member and 4 weeks total, separate from the standard 12-week entitlement.

• How much OFLA leave do I get for pregnancy or childbirth?
• Can my employer ask for medical certification for sick child leave?
• How much bereavement leave does OFLA provide?
• Does OFLA run concurrently with PLO?
• What are the eligibility requirements for OFLA?