Oregon Paid Family and
Medical Leave (OR PFML)

Oregon Paid Family and Medical Leave (OR PFML) provides wage replacement benefits to eligible employees who need time off from work for qualifying reasons. Employees may be eligible if they are sick or hurt and cannot work, including during pregnancy. Employees may also be eligible to take leave to bond with a new child, care for a family member who has a serious health condition or to address domestic violence, sexual assault, harassment, stalking, or bias crimes.

Employers can participate in the state-run program (Paid Leave Oregon), or they can self-insure or fully insure an equivalent plan.

MetLife can provide fully insured coverage for Paid Leave Oregon that helps support an employer’s equivalent plan. MetLife can also provide administrative services related to an employer’s self-insured equivalent plan. MetLife’s insurance offering and administration of an employer’s equivalent plan complies with the regulatory requirements of the Paid Leave Oregon law.

Benefit Overview

Mandated Coverage & Employee Eligibility

Hint

Leave Reason, Duration, Job Protection

Hint

Cost of Coverage and Contributions

Hint

Benefit Payments

Hint

Employers are required to offer OR PFML benefits if they have at least one employee working in Oregon and may do so either through the state-run program, or through a fully insured or self-insured equivalent plan.

All employees working for a covered employer are eligible for benefits if they have earned at least $1,000 from working in Oregon in the previous year. Individual employees are not able to opt out of the program.

Independent contractors, self-employed workers, volunteers, work study program students, and federal/tribal government employees are several types of workers that are excluded. However, the self-employed, independent contractors, or tribal governments may opt in to the state-run program.

Eligible employees can receive part of their pay and job protection*, if they need to take time off for certain reasons. Job protection may also be provided through other federal or state laws such as the federal Family and Medical Leave Act (FMLA).

An employee may be eligible for a total of up to 12 weeks of PFL, PML and paid safe leave combined.

Medical Leave can be taken for up to 12 weeks to:

  • address a personal serious health condition or injury, including organ or bone marrow donations (an extra 2 weeks for pregnancy, childbirth, or a related medical limitation)


Family Leave can be taken for up to 12 weeks:

  • to bond with a new child (during the first year after birth, adoption, or foster care placement)
  • for pre-placement leave which includes activities related to the legal process required for foster child placement or child adoption
  • to care for a family member with a serious health condition


Safe Leave can be taken for up to 12 weeks to:

  • to address safety concerns, such as domestic violence, harassment, stalking, bias crimes, or sexual assault for an eligible employee or a dependent child


Leave can be taken all at once, intermittently, or on a reduced leave schedule. The minimum increment that can be taken is one workday. An employee may need to provide proof of the need for an intermittent leave.

* Job protection may apply if an employee has been employed for 90 consecutive calendar days with their current employer prior to taking paid leave for an OR PFML qualifying reason.

Beginning January 1, 2025, the maximum employee contribution is 0.6% of an employee's taxable wages, or $1,056.60. In 2025, Oregon’s employee taxable wage base is determined by the Social Security taxable maximum, or $176,100.

Equivalent plan insurance premiums may differ, however, state covered payroll caps apply. Employee maximum contributions for an equivalent plan cannot be more than what they would pay for the state-run program. Employers fund the balance of the premium for insured equivalent plans. Employers may also choose to fund the benefit on behalf of their employees.

MetLife can also provide claim administration for self-insured private plans. Employers are allowed to collect payroll contributions up to the state’s maximums and use the funds to pay benefits. Service fees paid to support the operating costs for state approved self-insured plans are the employer’s responsibility.

Please visit the state program’s website for the latest state rates and additional state plan information.

The benefit amount an employee can receive depends on how much money they make weekly compared to others in Oregon.

The maximum weekly benefit is $1,636.56 effective 7/1/25.

Here’s how benefits are calculated:

  • If an employee’s average weekly wage is equal or less than 65% of Oregon’s average weekly wage, an employee can receive 100% of their average weekly pay.
  • If an employee’s average weekly wage is more than 65% of Oregon’s average weekly wage, an employee can receive 65% of Oregon’s average weekly wage plus half of their average weekly pay that exceeds that amount, but no more than $1,636.56, effective 7/1/25.

The state of Oregon’s average weekly wage is $1,363.80, effective 7/1/25 through June 2026.

Key Dates

  • Contribution rates are effective, and the maximum employee contribution will be 0.6% of their taxable wages, or $1,056.60

Applying for a MetLife Supported Equivalent Plan

MetLife’s customers are responsible for obtaining and maintaining approval of their PFML private plan, voluntary plan, and/or equivalent plan with each appropriate agency and in accordance with applicable law, rules, regulations, and guidance. You should consult with your attorney about the requirements for obtaining and maintaining such approval.

MetLife can provide fully insured coverage for Paid Leave Oregon that helps support an employer's equivalent plan. MetLife can also provide administrative services related to an employer's self-insured equivalent plan. MetLife's insurance offering and administration of an employer's equivalent plan complies with the regulatory requirements of the Paid Leave Oregon law.

To obtain a quote from MetLife, you or your broker must create a census of your eligible Oregon workforce and send it to MetLife. This census template was developed for your convenience. 

Based on the information that is provided to MetLife in your census you will be issued a quote.

If fully insured, MetLife will issue a state approved OR PFML policy.

If self-insured, MetLife will issue an Administrative Services Agreement (ASA) and employers will need to work with their own employment counsel to define their OR PFML plan to submit to the state for approval.

Employers are responsible for contacting the state of Oregon to register as an employer. The state will then assign a Business Identification Number (BIN) for each registered entity. Additionally, employers must create an account in Frances Online, Oregon’s payroll reporting site. Review the state’s Equivalent Plan Guidebook for more information or review additional instructions on the Frances Online website.

Not applicable

Employers are responsible for applying for their equivalent plan. Equivalent plans require an application with and approval by the state for each BIN registered in the state that has Oregon workers. One application will not be sufficient if you have multiple BINs.

The application questionnaire, fee, and supporting documents must be submitted in Frances Online or by mail at least 30 days before the start of a new calendar quarter. If further information is needed, Paid Leave Oregon will notify the contact person listed on the application. Once the state's review is complete, the state will determine the final effective date (the first day of a calendar quarter) for the fully insured or self-funded equivalent plan. MetLife will adjust the start date of our fully insured policy to match the state's effective date if needed.

To apply for a fully insured OR PFML plan (sample) you will need: 

  • The Business Identification Number (BIN), the Federal Employer Identification Number (FEIN) or Employer Identification Number (EIN), and the employer name, address, and contact information. 
  • $250 application fee
  • A copy of the fully insured policy
  • Complete all required sections of the equivalent plan application questionnaire. You can preview the document prior to completing it in Frances Online or it can be submitted by mail along with your fee and supporting documents.
  • The insurance carrier's contact information, as well as the policy start and end date.

An equivalent plan application, fee, and supporting documents must be submitted for each BIN that needs a state exemption.

You must work with your own employment counsel to define your self-insured plan.

If applying for a self-insured OR PFML plan (sample) you will need: 

  • The Business Identification Number (BIN), the Federal Employer Identification Number (FEIN) or Employer Identification Number (EIN), and the employer name, address, and contact information. 
  • $250 application fee
  • A copy of the self-insured plan document
  • Complete all required sections of the equivalent plan application questionnaire. You can preview the document prior to completing it in Frances Online or it can be submitted by mail along with your fee and supporting documents.
  • Proof of sufficient assets, or a surety bond or irrevocable letter of credit with the Oregon Employment Department named as the payee or beneficiary, issued by an insured institution.

Please refer to the state’s website for more information on self-insured equivalent plan applications including the surety bond and other requirements.

An equivalent plan application, fee, and supporting documents must be submitted for each BIN that needs state exemption.

Employers are responsible for the $250 application fee per Business Identification Number (BIN).

Within 30 days of submission, the state will send you an equivalent plan decision. If your plan is approved, the notice will indicate your plan effective date and your contribution exemption date which is when you are no longer required to send quarterly Paid Leave contributions to the state.

Once you receive approval, please send your MetLife representative a copy of your state approved plan.  For a fully insured plans, claim administration may be delayed or impacted if we do not receive your approval letter timely.

Equivalent plans are effective (including plan modifications) the first day of the calendar quarter following state approval. For example, January 1, April 1, July 1, or October 1.

Ongoing Employer Responsibilities

Employers are required to notify all employees (not only those that are eligible) upon hire, when remote work is assigned, and each time the policy or procedure changes. For an equivalent plan, employers should share that the benefits will be administered through an equivalent plan with MetLife and when this change will start. Your MetLife representative can provide a MetLife Notice of Rights poster/flyer to help you meet this requirement. It should be displayed in each building or worksite in an area accessible to and regularly frequented by employees, and the notice should be in the language that you typically use to communicate with staff. For remote workers, it must be provided by hand, electronically, or by standard mail. 

When MetLife policies renew, and when state and or federal changes impact contribution rates, employers may need to consider how it impacts employee contributions, if applicable. MetLife policy renewal and state and or federal changes may not happen at the same time. If an employer collects contributions from employees, employers must adjust payroll deductions accordingly. Please review the "What's New" page on this site for details.

The state requires the following two types of reports:

1. Combined Payroll Reports (submitted quarterly) - this tax report is completed directly by you or your third-party administrator (TPA) because it is for multiple tax programs, such as unemployment insurance, in addition to Oregon PFML. For more information, please review Oregon Department of Revenue’s instruction guide.

  • Form 132 - Employee Detail Report
  • Form OQ – Oregon Combined Quarterly Report 

2. Annual Equivalent Plan/Benefit Usage Report - this report is submitted each year for equivalent plan customers only. Paid Leave Oregon requires the completed report to be submitted directly by you on or before January 31. However, MetLife will give you the claim data and optional demographic data (if available) by mid-January. Once received, you will need to complete the new reporting form, which can be completed and submitted here.

Please note, although MetLife can provide claims data to complete the claim usage section of the equivalent plan report, you will be responsible for gathering the necessary information to complete the financial section of the report.

The reporting period each year is from your plan start date or January 1 through December 31 of that calendar year.

Withdrawn or Cancelled Equivalent Plans - If your plan is cancelled or withdrawn mid-year, the Equivalent Plan report is due within 30 calendar days after your plan’s end date. The reporting period will be the date from the last annual report submission through the withdrawn/cancellation date. 

Note: Previously, employers sent their reports either through Frances Online or by paper form through the mail. This new form takes the place of those options. If you have trouble with the new form, please call the Employer Programs Unit at 833-854-0166 (select option 3) or use the Contact Us Form at paidleave.oregon.gov. Choose "Equivalent Plans for Employers" as the subject.

Your fully insured MetLife policy will renew automatically on its anniversary date unless you or MetLife provide at least a 30 day advance written cancelation notice. During the renewal time period, you may receive a renewal letter and rate change information (if applicable), but we will not issue another copy of your policy documents automatically. Therefore, it is important to save your original issued policy documents for your records. 

If we need to make significant updates to your fully insured policy, we will refile it with the state. Once approved, we will issue updated policy documents to you for your records.

You will need to submit an application for reapproval each year for the first 3 years of your equivalent plan. Afterward, reapproval will only be needed if you make changes to the plan. Paid Leave Oregon may contact you (see example notice) when it is time to complete the reapproval process.

The reapproval application is due 30 days before the anniversary of your original plan effective date given by Paid Leave Oregon. There will also be a reapproval fee. The amount may vary based on if you have made significant changes to your plan since original approval by the state.

Significant plan changes are considered substantive amendments by the state and will require a $250 application fee per BIN.

Minor or no plan changes are called non-substantive amendments by the state and will require a $150 application fee per BIN. If you have a fully insured equivalent plan and MetLife has not made changes to the policy documents, your fee is likely to be $150. However, Paid Leave Oregon assesses and determines the final fee amount.

For a list of example substantive and non-substantive changes, review the Equivalent Plan Guidebook. Paid Leave Oregon will confirm how much your reapproval fee will be for each BIN.

For your fully insured equivalent plan, log into Frances Online or submit by mail your reapproval for an equivalent plan application (sample), fee, and current policy documents per BIN. If you plan to complete this process via Frances Online, we have step by step online portal instructions for review. Important Note: Be sure to submit your current policy and endorsement as proof of coverage. MetLife does not provide a new policy automatically when your OR PFML plan renews. The original version given to you is sufficient to share with Paid Leave Oregon during the reapproval process. You may also provide the state with a copy of your recent fully insured policy renewal notice in addition to your original policy documents. Once approved, you will need to provide a copy of your state reapproval letter to your MetLife service representative.

Paid Leave Oregon may cancel your equivalent plan for failure to file for reapproval. If the state terminates your plan, you may be ineligible to reapply for an equivalent plan approval for 3 years starting from the initial plan termination date.

For a self-insured plan, log into Frances Online or submit by mail your reapproval equivalent plan application (sample), fee, proof of solvency, and state approved employer administered plan (include any plan changes if applicable) per BIN. If there have been legislative changes within the year, review your self-insured plan with your legal counsel to determine necessary updates prior to completing your annual reapproval process.

Per state regulations, solvency documentation can be submitted by providing proof of sufficient assets, a bond, or irrevocable letter of credit.

After Paid Leave Oregon accepts your reapproval application submission, provide an updated copy of your state reapproved equivalent plan to your MetLife representative.

Paid Leave Oregon may cancel your self-insured equivalent plan for failure to file for reapproval. If the state terminates your plan, you may be ineligible to reapply for an equivalent plan approval for 3 years starting from the initial plan termination date.

If you already have an established equivalent plan but will transition claim administration to MetLife from another insurance carrier, this update may be considered a substantive change and state notification is required. Please review the Equivalent Plan Guidebook for necessary steps regarding a reapproval due to plan modifications and any applicable submission fees.

MetLife will reach out to employers to verify and or provide missing information and documentation, as needed.  Per state administrative rules, the employer must respond within 5 calendar days from the date of the request. If unresponsive, we will proceed to adjudicate the claim with the information already obtained.

Taking a Leave

Filing for Benefits with MetLife

Hint

Supporting Claim Documentation

Hint

Coordination of Benefits

Hint

Step 1: An employee should notify their employer verbally or in writing at least 30 days before paid leave begins*. If the leave is unexpected, the employee must give verbal notice within 24-hours of the leave followed by a written notice within 3 days.

* The employer may require written notice and indicate this in their employee handbook or other human resources materials.

Step 2: An employee should file a claim up to 30 days in advance of the leave. If the leave is unforeseeable, claims may be submitted up to 30 days after the leave has begun.

Step 3: MetLife will gather any additional necessary information from the employer or employee to complete the claim. MetLife must make reasonable effort to make a decision and issue the first benefit payment within two weeks after receiving the claim or the first day of leave, whichever is later.

Step 4: If an employee’s claim is denied, they have 60 calendar days from the date of the claim denial letter to appeal to MetLife. If the appeal is denied, the appeal decision letter will include instructions about the state’s dispute resolution process.

Employees must provide specific documents for each claim. It is important to submit paperwork to the doctor as soon as possible. It might take the doctor’s office two weeks or more to complete the paperwork. In some cases, a statement confirming the relationship between the employee and the family member may also be requested.

For an employee's own serious health condition (when an employee is sick or hurt and cannot work for an extended period):

  • Certification of a Serious Health Condition form filled out by an employee and their healthcare provider, or
  • A doctor’s note or Attending Physician Statement (APS) that includes the same information as the Certification of Serious Health Condition form and/or any other reasonable information or documentation necessary to adjudicate the claim.


For child bonding for a newborn:

  • A copy of the child’s government issued birth certificate, or
  • A consular report of birth abroad, or
  • A document from the child’s or pregnant parent’s healthcare provider stating child’s date of birth, or
  • Court issued documents establishing paternity or guardianship,
  • A Voluntary Acknowledgment of Paternity signed and witnessed by a hospital representative within 5 calendar days of birth date, or
  • Another document approved by state law to show proof of birth


For child bonding for adoption or foster care placement:

  • A copy of adoption papers or court documents finalizing the adoption, that includes child's date of birth and adoption date, or
  • Documentation from the child’s healthcare provider, or
  • Foster/adoption agency paperwork containing adoption or placement
  • If an employee is not the parent named in the court documents (in loco parentis), the employee may also be asked to provide proof verifying their relationship to the in loco parentis named in the court ocumentation. This could be a marriage certificate, civil union papers, or something showing the employee is in a domestic partnership.


For family leave for pre-placement leave:

  • A copy of a court order, or
  • A letter signed by the attorney representing the foster or adoptive parent, or
  • Foster/adoption agency or social service paperwork containing adoption or placement, or other acceptable documentation


For leave to care for a family member with a serious health condition, including medical events related to pregnancy or childbirth:

  • Certification of a Serious Health Condition form filled out by the employee and their family member’s healthcare provider, or
  • A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form


For Safe Leave (when an employee or dependent children experience safety issues caused by domestic violence, harassment, sexual assault, bias crimes, or stalking):

  • A copy of a federal agency or state, local or tribal police report, or
  • A copy of a protective order or other evidence from a federal, state, local or tribal court, administrative agency, school’s Title IX Coordinator, or the employee’s attorney, or
  • Other documentation to support the need for safe leave such as proof of care from a victim service organization or relocation due to safety, or
  • The Paid Leave Oregon Safe Leave Verification Form, or
  • Another document approved by state law for this purpose

Employees may be eligible for more than one leave.

OR PFML benefits and the federal Family & Medical Leave Act (FMLA) benefits can be used at the same time and should be used at the same time, when applicable. Employees who experience a pregnancy, childbirth, or medically related limitation during the absence may receive two (2) additional paid weeks which are classified as medical leave for a total of 14 paid weeks.

An employee cannot receive paid leave benefits for periods when they are also receiving workers’ compensation benefits specifically for lost wages or unemployment benefits. However, if the employee is receiving workers’ compensation benefits but the payments do not include lost wages (e.g., only for medical expenses, survivor benefits, etc.), they remain eligible for OR PFML.

OR PFML benefits and the Oregon Family Leave Act (OFLA) cannot be taken at the same time. In limited circumstances (pregnancy disability or care for a seriously ill child) where an employee may be eligible for both programs, it is their choice which program to use for the qualifying absence.

An employer may require employees to use OR PFML benefits and short-term or long term disability benefits at the same time. If the employee chooses not to apply for OR PML, their STD/LTD benefits may be impacted.

MetLife’s claims team will reach out to the employer to coordinate dates of the company leave that directly overlap with the state leave. If permitted by the state, employers with similar or ‘like’ benefits may also request reimbursement from MetLife at this time because it must be initiated prior to the PFML benefit being paid to the employee. If not already noted, the claims team may also document the employer’s reimbursement preference so that it is on file for future claims.

MetLife representatives can help review employer paid benefits that may overlap with the state leave. They can help document overlaps and preferred contact and action when the overlap happens.

Note: There may be additional leaves that MetLife does not administer. Employers may be responsible for providing additional leaves for their employees. Employers should consult their own employment attorneys to identify changes to their other employer-sponsored paid and unpaid leave plans.

FAQs

A spouse, registered domestic partner, sibling, child, child-in-law, child of your registered domestic partner, grandparent, grandchild, parent, parent-in-law or parent of your domestic partner, or any individual related by blood or affinity whose close association with you is the equivalent of a family relationship.

 As of September 12, 2025