Oregon Announces Major Updates to Family Leave Laws Effective July 1

The Eagle has landed. We may not see another lunar landing this July, but we have taken another giant leap into a revised set of Family Leave Laws!

Significant changes to the Oregon Family Leave Act (OFLA) and Paid Leave Oregon took effect July 1, following the passage of Senate Bill 1515 earlier this year. These updates provide clearer distinctions between unpaid protected leave and paid wage replacement benefits and directly impact employers across Oregon. 

Senate Bill 1515: Changes to Paid Leave Oregon and Oregon Family Leave Act 

The Legislature passed Senate Bill (SB) 1515, which redefines the qualifying life events covered by Paid Leave Oregon (Paid Leave) and the Oregon Family Leave Act (OFLA). The bill also specifies that employees cannot take OFLA and Paid Leave simultaneously. Starting July 1, 2024, OFLA and Paid Leave will largely cater to different qualifying purposes. 

Changes to Paid Leave Benefits 

• Employees cannot take Paid Leave and OFLA at the same time. 
• Starting January 1, 2025, Paid Leave will cover leave related to the legal processes required for the placement of a child through foster care or adoption. 
   

Changes to OFLA 

• Sick Child Leave: Covers sick child leave to care for a child's illness, injury, or condition (including non-serious health conditions), and school or childcare closures due to public health emergencies. 
• Bereavement: Provides up to two weeks per occurrence, with a maximum of four weeks per year. 
• Pregnancy Disability: Allows up to 12 weeks per year for pregnancy disability, in addition to medical leave available through Paid Leave. 
• From July 1, 2024, to December 31, 2024, OFLA will allow an additional two weeks of leave for legal processes required for the placement of a child through foster care or adoption. This benefit will move to Paid Leave starting January 1, 2025. 
   

OFLA Leave Limits: 

• Up to 12 weeks for sick child leave and bereavement leave (limited to two weeks per family member, with a maximum of four weeks per year).  
• Up to 12 additional weeks for pregnancy disability. 

What This Means for Employers 

Employers will need to inform their employees about the upcoming changes created by SB 1515, especially those currently on (or approved for) leave under OFLA who will no longer have job protections for certain qualifying events after July 1, 2024. If the employee wants to continue their job protections, they must apply for Paid Leave benefits. 

For support in administering these leave programs, employers can reach out to: 

• For Paid Leave Oregon Administration: Contact OED at 833-854-0166 or email paidleave@oregon.gov.  
• For OFLA Administration: Contact BOLI’s Employer Assistance at 971-361-8400 or email employer.assistance@boli.oregon.gov.