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Which Oregon leave laws does Tilt manage or support?

Your guide to unpaid leave and wage replacement in Oregon


Quick answer
Tilt fully manages two Oregon leave laws with standard steps and communications: the Oregon Family Leave Act (OFLA) and Paid Leave Oregon (PLO). Tilt also supports about 12 additional Oregon leave laws (like jury duty and bone marrow donation leave) on a more customized basis during implementation — some employers prefer to handle these in-house. The Oregon Sick Time Law (OSTL) is generally not supported by Tilt, since it functions more like PTO with accrual and carryover.

Who this applies to / Prerequisites

  • Employers and employees covered by Oregon state leave laws
  • Applies to private employers; public/state employers may have additional or different requirements

How Tilt's Oregon leave support is organized

  1. Fully managed laws: OFLA and PLO each have standard Tilt processes, steps, and communications. See the dedicated article for each law for full eligibility, duration, and process details.
  2. Supported laws: Tilt supports around 12 additional Oregon leave laws less frequently, customizing steps during implementation as needed. Some employers choose to handle these in-house rather than initiate Tilt's leave process, particularly for sensitive situations. See the Oregon supported leave laws reference article for the full list.
  3. Not supported: The Oregon Sick Time Law and any additional city requirements are generally not supported by Tilt, since these function more like PTO with accrual and carryover, and most employers manage them through existing time and attendance systems.

What if it doesn't work

  • Not sure which category a specific Oregon leave law falls into: Check the dedicated article for OFLA and PLO first; if it's not one of those, check the supported laws reference article.
  • Need a supported law customized for your organization: Reach out to your Tilt contact to discuss implementation options.
  • Employee requesting paid sick/safe time: This is generally handled through your existing time and attendance system, not Tilt's leave process.
  • If none of these apply, contact your Tilt contact or Leave Success Manager.

Limits and exceptions

  • This article covers private employer requirements. Public/state employers may have additional or different obligations.
  • The Oregon Sick Time Law and related city ordinances are not covered by Tilt's leave management process.
  • Whether a supported law is initiated through Tilt or handled in-house is an employer choice, not a fixed rule.

Related questions

  • Does Tilt manage OFLA and PLO?
  • What Oregon leave laws does Tilt not support?
  • Does Tilt handle Oregon paid sick leave?
  • How is OFLA different from PLO?
  • Who do I contact to customize a supported leave law for my company?