Paid Leave Oregon: up to 12 weeks of wage replacement.
Paid Leave Oregon (PLO) is the state's paid family and medical leave program — separate from sick time and OFLA. Workers can receive wage replacement during leave for serious health conditions, family bonding, family caregiving, or domestic violence. Funded by a 1% contribution rate (60% employee / 40% employer for employers with 25+ employees). Up to 12 weeks of benefits per year (14 weeks for pregnancy-related conditions).
Paid Leave Oregon Contribution Tracking
Tracks PLO contributions at 1% of wages — 60% employee / 40% employer for 25+ employees. Surfaces eligibility, qualifying events, and OFLA non-concurrent runtime.
What those rules do at payroll and at leave request.
The hero card configuration: Block on missing contributions, Flag on OFLA overlap.
When a payroll run is exported without the PLO contribution withholding (employee 0.6%) or employer match (0.4% for 25+ employees), the export fails. The contribution must be remitted to the Oregon Employment Department.
PLO and OFLA do not run concurrently as of July 1, 2024. When a worker requests leave for an event that could trigger both, Teambridge surfaces the program selection and tracks the leave under the appropriate program.
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1% contribution, 12 weeks, separate from OFLA.
Paid Leave Oregon is a wage replacement benefit, not a leave entitlement. Workers must take leave under another program (OFLA, FMLA, or employer policy) and apply to OED for wage replacement during the leave.
Contribution structure
1% of gross wages up to the Social Security wage base ($184,500 in 2026). Employee share: 60% of total = 0.6% withheld from each paycheck. Employer share: 40% of total = 0.4% paid by the employer for 25+ employee employers. Smaller employers (under 25 average employees) are not required to pay the employer portion but must still withhold and remit the employee portion.
Benefit amount and duration
Wage replacement is calculated on a sliding scale: workers earning below 65% of state average weekly wage (SAWW) receive 100% of their wages; above 65% of SAWW receive 50% of the difference. Maximum benefit is 120% of SAWW. Up to 12 weeks of benefits per benefit year for family or medical leave; 14 weeks for pregnancy-related medical conditions.
Teambridge handles PLO contributions, eligibility tracking, and OFLA program selection.
PLO and OFLA non-concurrent runtime is the most operationally complex piece — workers and employers must select the right program for each leave event.
0.6% employee / 0.4% employer.
Every payroll run withholds the employee share (0.6% of wages) and adds the employer share (0.4% for 25+ employees). Contributions are remitted to OED quarterly.
30 weeks earnings + $1,000 minimum.
PLO eligibility requires 30 weeks of earnings and at least $1,000 in earnings during the base year. Teambridge tracks eligibility status per worker and surfaces it at leave request.
PLO vs OFLA decision.
When a worker requests leave for an event that could trigger both PLO and OFLA, Teambridge surfaces the program selection — including the wage replacement comparison and the non-concurrent runtime constraint.
Sick time + vacation supplement.
Workers receiving PLO benefits can supplement to 100% of wages using accrued sick time, vacation, or other PTO. Teambridge surfaces the top-up math and applies the supplement automatically per the worker's election.
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