Oregon
Oregon Paid Family & Medical Leave (OR PFML)
Oregon Paid Family & Medical Leave (OR PFML)
The Oregon Paid Family & Medical Leave (OR PFML) program was enacted in August 2019, and on January 1, 2023 employee payroll contributions begin. Starting September 3, 2023, benefits are payable. OR PFML will provide wage replacement benefits to eligible OR workers who need time off from work for medical, family, or safe leave reasons. Workers may be eligible for paid medical leave (PML) if they are unable to work due to a non-work-related injury or illness, including pregnancy and childbirth. Workers may be eligible for paid family leave (PFL) to care for a seriously ill family member or to bond with a new child. Paid Safe Leave (PSL) is also available to address medical or non-medical matters related to domestic violence, sexual assault, harassment, stalking, or bias crimes.
Coverage Options: Employers can participate in the state-run program or opt-out for a fully insured or self-funded equivalent plan. MetLife offers both insured and self-funded private plan administration.
Job Protection: The OR PFML coverage is job protected when a worker has been employed for 90 consecutive calendar days with their current employer prior to taking paid leave for an OR PFML qualifying reason. When applicable, a worker should request leave under the federal Family and Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) concurrently*.
*Due to recent state legislation signed by Oregon’s governor (Senate Bill 1515), OR PFML concurrency with OFLA is subject to change soon. To deter confusion, modifications to this concurrency guidance will be added closer to the effective date outlined by the state.
Benefits: Employees are able to take up to 12 weeks of paid medical, family, or safe leave per benefit year and an additional 4 weeks of unpaid leave if the qualifying reason is running concurrently with OFLA. Two additional weeks of paid medical leave can be added for limitations due to pregnancy, childbirth, or a related medical condition including but not limited to lactation.
- Minimum Weekly Benefit (5% of the SAWW*) = $63.48
- Maximum Weekly Benefit (120% of the SAWW*) = $1,523.63
Contributions: Contributions will be 1% of an employee’s gross wage, up to a maximum based on the social security wage index ($168,600). Contributions can be split between the employer (40%) and the employee payroll deduction (60%).
*SAWW = State Average Weekly Wage
As of April 2, 2024
What's new with OR PFML?
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What is Paid Family & Medical Leave?
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The information presented in this brochure is not legal advice and should not be relied upon or construed as legal advice. It is not permissible for MetLife or its employees or agents to give legal advice. The information in this brochure is for general informational purposes only and does not purport to be complete or to cover every situation. You must consult with your own legal advisors to determine how these laws will affect you. Like most insurance policies, insurance policies offered by MetLife and its affiliates contain certain exclusions, exceptions, waiting periods, reductions, limitations, and terms for keeping them in force. Please contact MetLife or your plan administrator for complete details. Further, the information in this brochure does not reflect MetLife’s or any particular employer’s internal policies or the benefits available to its employees. All employees, regardless of employer, should consult with their own HR, benefits manager, or visit their HR website for information on the benefits available to them.