Oregon Family Leave Act: unpaid job-protected leave.
Oregon Family Leave Act (OFLA) provides up to 12 weeks of unpaid, job-protected leave for sick child care, military family leave, bereavement, and pregnancy disability. After the July 2024 PLO/OFLA reform, OFLA's scope narrowed but didn't disappear — these are the events PLO doesn't cover. OFLA applies to employers with 25+ employees in Oregon.
OFLA Unpaid Job-Protected Leave
Tracks 12-week OFLA leave entitlement for sick child, military family, bereavement, and pregnancy disability. Coordinates with PLO non-concurrent and FMLA concurrent.
What those rules do at leave request.
The hero card configuration: Flag on OFLA-qualifying event, Avoid on improper denial.
When a worker reports an event that qualifies for OFLA (sick child, military family, bereavement, pregnancy disability), Teambridge surfaces the OFLA pathway with eligibility status and remaining leave hours.
OFLA is mandatory for eligible workers at covered employers. Denial after eligibility is met exposes the employer to wage claims, reinstatement orders, and BOLI civil penalties under ORS 659A.183.
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Unpaid, job-protected, narrowed by 2024 PLO reform.
OFLA's scope was significantly narrowed by the July 2024 PLO/OFLA non-concurrent reform. The events OFLA still covers are the ones PLO doesn't.
Coverage and eligibility
OFLA applies to employers with 25+ employees in Oregon. Eligible workers must have worked at least 180 days for the employer and worked an average of 25 hours per week during the 180 days preceding leave. Eligibility is more accessible than federal FMLA (12 months / 1,250 hours / 50+ employees within 75 miles).
Qualifying events post-2024 reform
After the July 1, 2024 reform, OFLA covers: sick child leave (worker's child has a non-serious illness/injury or condition requiring home care); military family leave (qualifying exigency for service member family); bereavement leave (up to 2 weeks following death of family member); and pregnancy-related disability that prevents work. PLO covers the wage-replacement events; OFLA covers these specific unpaid events.
Teambridge tracks OFLA eligibility, coordinates with PLO non-concurrent.
The 25+ employee coverage threshold and the post-2024 narrowed event list are the operational distinctions.
180 days + 25 hrs/wk average.
Workers' OFLA eligibility is calculated based on 180 days of service and 25-hour-per-week average over the preceding 180 days. Status updates automatically as service accumulates.
Sick child / military / bereavement / pregnancy disability.
When a worker requests leave, Teambridge surfaces whether the event qualifies for OFLA, PLO, FMLA, or multiple. The selection determines pay/unpaid status and concurrent vs sequential runtime.
Per-year usage tracked.
OFLA's 12-week annual entitlement is tracked. Bereavement leave is capped at 2 weeks per family member. Pregnancy disability has its own runtime that doesn't count against the 12-week family bonding allowance.
Reinstatement gated.
When a worker returns from OFLA leave, the position is restored. Any reorganization or position change during leave triggers the equivalent-position analysis with documentation.
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