Oregon continues to lead in progressive labor policies, and 2025 brings important updates to its paid sick leave laws. These changes aim to provide greater clarity and support for both employees and employers. Here’s a comprehensive overview of what you need to know.
Understanding Oregon’s Paid Sick Leave
Since 2016, Oregon law has mandated that all employees accrue at least one hour of sick time for every 30 hours worked, up to a maximum of 40 hours per year. Employers with 10 or more employees (or six or more if located in Portland) are required to provide this sick time as paid leave. Smaller employers must offer the same accrual, but the leave can be unpaid.
Key Updates for 2025
1. Expanded Definition of Family Member
Effective January 1, 2025, the definition of “family member” has been broadened to include individuals related by affinity. This means employees can now use sick leave to care for someone with whom they have a close relationship, even if not related by blood or marriage.
2. Sick Leave Usage During Emergencies
Employees are now permitted to use their accrued sick leave during declared emergencies at the local, state, or federal level. This provision ensures that workers can prioritize their health and safety during crises without fear of losing income.
3. Clarification on Paid Leave Oregon Integration
With the implementation of Paid Leave Oregon, employees can receive wage replacement benefits for qualifying events such as serious health conditions, bonding with a new child, or situations involving domestic violence. As of January 1, 2025, employees are allowed to use their accrued sick leave, vacation, or other paid time off to supplement these benefits, potentially achieving full wage replacement during their leave.
Employer Responsibilities
Employers are required to inform employees about their sick leave rights by the end of the first pay period and provide quarterly updates on accrued leave. This can be done through postings, individual communications, or inclusion in employee handbooks.
Additionally, employers must respond to the Oregon Employment Department within five calendar days when notified of an employee’s Paid Leave Oregon claim, a reduction from the previous ten-day window.
Employee Eligibility and Usage
- Accrual: Employees begin accruing sick time from the first day of employment.
- Usage: Employees can start using accrued sick time after 90 days of employment.
- Reasons for Leave: Sick time can be used for personal illness, caring for a sick family member (including those related by affinity), medical appointments, and during declared emergencies.
Final Thoughts
Oregon’s updates to its paid sick leave laws in 2025 reflect a commitment to worker well-being and adaptability in the face of evolving societal needs. By understanding these changes, both employees and employers can ensure compliance and foster a healthier, more supportive work environment.
