Oregon Sick Time: 1 hour per 30 worked. Paid at 10+ employees.
Oregon's Sick Time law (ORS 653.601-661) is one of the most worker-friendly state PSL programs. Workers accrue 1 hour for every 30 hours worked, can use up to 40 hours per year, and accrue up to 80 hours total. Employers with 10+ employees must pay (6+ if operating in Portland); smaller employers must provide unpaid sick time. Frontloading 40 hours at the start of the year is the alternative to accrual tracking.
Oregon Sick Time Accrual
Tracks 1-hour-per-30 accrual, 40-hour annual use cap, 80-hour total cap. Paid/unpaid status by employer size and Portland operations status.
What those rules do as hours are worked and time is used.
The hero card configuration: Block on accrual underflow, Flag on cap proximity, Avoid on annual use cap.
When hours are worked and the sick time accrual is not credited (1 hour per 30), the timesheet save fails. Accrual must be applied before payroll export.
When a worker's accrued sick time approaches the 80-hour total cap, Teambridge surfaces a Flag. Continued accrual is blocked at the 80-hour ceiling.
When a worker requests sick time beyond the 40-hour annual usage cap, the request is flagged. The worker may have accrued the time but cannot use more than 40 hours in any one year.
Deploy Oregon Sick Time accrual in your Teambridge.
Tell us about your Oregon workforce. We'll spin up automatic 1-per-30 accrual, paid/unpaid status by employer size and Portland operations, and 80-hour cap enforcement — and 21 other Oregon policies in a sandbox tenant.
Accrual + 40-hour annual use + paid/unpaid by size.
The Oregon Sick Time law is fully accrual-based by default. Frontloading is the alternative — 40 hours at the start of each year, no accrual tracking, no carryover required.
Accrual rate and caps
Accrual is 1 hour per 30 hours worked, beginning on day 1. The annual usage cap is 40 hours. The total accrual cap is 80 hours — accrual stops when the worker reaches 80 hours and resumes when usage brings the balance back below 80. Salaried exempt workers are presumed to work 40 hours/week for accrual purposes unless their actual workweek is shorter.
Paid vs unpaid by employer size
Employers with 10 or more employees must pay for sick time at the worker's regular rate. Employers with fewer than 10 employees must provide unpaid sick time with the same accrual rate but no wage replacement. The threshold drops to 6 employees for employers with operations in the City of Portland — Portland's local supplement under PCC 9.01.
Teambridge runs accrual, surfaces caps, and applies paid/unpaid by size.
The 10-employee/Portland-6 paid threshold and the 80-hour cap are the operational watchpoints.
1 hour per 30 worked credited.
Every shift's hours add to the worker's sick time balance at the 1-per-30 rate. Accrual is automatic; manual override requires reason capture.
Accrual stops at cap.
When the worker's accrued balance reaches 80 hours, accrual stops. Resumes when usage brings the balance below 80.
Threshold tracked annually.
The 10-employee threshold (6 in Portland) is calculated based on the average daily count over 20 weeks of the prior year. Workers' status updates if the size threshold crosses.
40-hour usage tracked per year.
The 40-hour annual usage cap is enforced. Requests beyond 40 hours in a year are flagged for management review.
Still evaluating? Get a free Oregon compliance audit.
Send us your existing Oregon scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Oregon-specific exposure ranked by risk and back-pay liability.