About Oregon Paid Family & Medical Leave Insurance

 

Oregon passed Paid Family and Medical Leave Insurance (PFMLI) in 2019. This program is also referred to as Paid Leave Oregon. With a few exceptions, employers of all sizes are required to participate in the state program. Employers may choose to opt-out of the state program via a state-approved private plan. Benefits include:

• Up to 12 weeks paid leave for any combination of family, medical and safe leave, with total paid and unpaid leave generally capped at 16 weeks.¹
• A benefit rate that depends on the employee’s average weekly wage. If the employee’s average weekly wage is:
  • Equal to or less than 65% of the state average weekly wage, then the employee receives 100% of their average weekly wage.
  • Greater than 65% of the state average weekly wage, then the employee receives the sum of 65% of the state average weekly wage plus 50% of the portion of the employee’s average weekly wage that exceeds 65% of the state average weekly wage.
• A maximum weekly benefit that is 120% of the state average weekly wage (SAWW). The SAWW is subject to change annually.

How Can It Be Used?

• Welcome a new child (through birth, adoption or foster placement)
• Care for a seriously ill family member (anyone related by blood, anyone who lives with a covered employee or anyone connected like family)
• Recover from their own non work-related serious health condition
• Take safe leave to tend to their own (or a minor’s) medical, legal and other needs related to domestic violence, harassment, sexual assault or stalking 

How Is the State Plan Funded?

• The total contribution rate for 2024 is one percent of an employee’s wages, up to $168,600 per employee.²
• Employees will contribute 60% and employers will contribute 40% of the total contribution rate. Employers have the option to pay some or all of their employees’ portion.
• Employers with less than 25 employees (across all states) are not required to pay the employer contribution. If such employers elect to pay this contribution, they can apply for a grant to assist with certain costs related to the program.

Who Can Use It?

• Employees must have earned at least $1,000 in either the first four of the last five completed quarters or the last four completed quarters preceding the Sunday before the date of leave.
• Employers with equivalent plans may waive eligibility requirements in part or in full.

This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.

The Hartford Financial Services Group, Inc., (NYSE: HIG) operates through its subsidiaries, including underwriting companies Hartford Life and Accident Insurance Company and Hartford Fire Insurance Company, under the brand name, The Hartford,^® and is headquartered at One Hartford Plaza, Hartford, CT 06155. For additional details, please read The Hartford’s legal notice at www.thehartford.com.