2024 Updates to Oregon Paid Family Leave and OFLA

For workers who require time off for family or medical reasons, Paid Leave Oregon (PLO) and the Oregon Family Leave Act (OFLA) provide vital safeguards.

With the arrival of SB 1515 in the Oregon legislature, significant changes affecting the operation of both programs are just around the corner. Knowing what’s to come is essential for HR managers to ensure their company stays compliant and can adequately assist its staff.

In this article, you’ll learn how the revisions to PLO and OFLA scheduled for 2024 may affect your obligations as an employer. We’ll look at the changes to leave entitlements, the new rules for handling leave, and how Mosey can help with corporate compliance.

What Was the Former Framework for Paid Leave in Oregon?

Previously, Paid Leave Oregon provided up to 12 weeks of paid leave to eligible employees for family, medical, and safe leave. This covered time off for bonding with a new child, tending to a sick family member, or handling your own health issues. There was also safe leave for workers dealing with stalking, harassment, or domestic abuse.

OFLA provides up to 12 weeks of unpaid, job-protected leave, including sick child and bereavement leave. It occasionally allows workers who require more time off — due to pregnancy issues or parental bonding — up to 36 weeks of leave in a year.

Employees could simultaneously use PLO and OFLA. For example, an employee qualified for both programs could have paid leave and be guaranteed OFLA job security. This continuous use has been advantageous for workers, as it helps manage family and personal health demands free from financial burden.

What Are the New Changes to Paid Leave in Oregon?

As of July 1, 2024, some notable changes have reshaped Oregon’s leave entitlement scene. The separation of family leave and serious health condition leave from OFLA are among the most significant updates.

Going forward, Paid Leave Oregon is the exclusive source for these types of leaves. OFLA no longer supports family bonding or leave for an employee’s medical condition. PLO now manages them independently and exclusively.

For companies, this shift streamlines leave administration but also calls for careful attention to how leave is recorded and reported. Workers who used OFLA for employment protection will now turn to PLO for cash gains and defense against job loss. Your policies must be changed to reflect this development and ensure your staff grasps the new framework.

Treatment of ill child leave under OFLA is another significant development. Effective July 1, 2024, OFLA has increased the scope of sick child leave allowance. Workers are now qualified for sick child leave even when the child has a significant medical condition needing home care.
In the past, the state only permitted sick child leave for situations not deemed severe.

Bereavement leave is also experiencing a decline under OFLA. Before, employees could take up to 12 weeks of bereavement leave annually. However, as of July 1, this entitlement is only four weeks yearly.

Finally, note that leave taken under OFLA and Paid Leave Oregon is no longer concurrent. An employee could formerly count time off under both programs simultaneously. Leave under these programs must now be done individually. This shift may affect how long workers are absent from their jobs and how companies handle personnel during protracted vacations.

What Are Other Paid Leave Changes in Oregon?

In addition to the developments discussed above, SB 1515 brings additional labor law amendments applicable for 2024. Adoption and foster care leave are two of those changes.

This temporary clause allows qualified workers to take up to two weeks of OFLA for foster child placement or adoption leave from July 1, 2024, through Dec. 31, 2024. This leave is crucial to ensuring employees can fulfill the legal requirements of these processes without endangering their employment.

SB 1515 further defines how PLO benefits may be coupled with other paid time off (PTO) or accumulated leave benefits. As of July 1, 2024, employees have the right to take accrued paid sick leave, vacation time, or other paid leave in addition to Paid Leave Oregon benefits.

However, the employee’s pay through combined leave cannot exceed their usual pay during the term of absence. Companies have the authority to decide the order in which different forms of accrued leave follow. This provision offers some freedom but calls for thorough supervision to stay compliant.

The final legislative change relates to Oregon’s predictive scheduling law. According to this legislation, companies had to send work schedules at least two weeks in advance. However, as of July 1, an exception is given for short-notice schedule adjustments resulting from an employee’s protected leave.

Employers will not be punished for changing the timetable without the customary two-week notice should an employee take an absence on short notice. This adjustment maintains compliance with predictive scheduling criteria while acknowledging companies’ difficulties with unplanned leave.

How To Handle Oregon Paid Leave as an Employer

Employers must work proactively to prepare for these changes to paid leave in Oregon. Reviewing and revising your leave policy will help you meet the new criteria.

This includes changing your PLO and OFLA policies to reflect the separation of family leave and severe health condition leave, the increase in sick child leave, and the decrease in bereavement leave.

It is also vital to update your tracking systems. Make sure your leave management platform or HR program can manage the new leave structure. This might require investing in new technologies to provide improved compliance support or working with your software vendor to apply upgrades.

Be sure to maintain lines of contact with your staff. Clearly state these new changes to your team so they know how their right to leave has been impacted. To confirm that everyone is informed, organize informational meetings or distribute detailed letters. Open communication ensures your staff feels supported throughout these changes and helps avoid uncertainty.

Lastly, look for further direction from the Oregon Employment Department and the Oregon Bureau of Labor and Industries. When these bodies publish additional rules and regulations, you might have to modify your processes again.

What Is the Effect on Employers in Multiple States?

The 2024 revisions to Oregon’s leave rules highlight the increasing difficulty of coordinating compliance for companies operating in multiple states. Although Oregon’s policies are specific, they represent a general trend of states passing new leave laws.

Multistate companies must stay alert to ensure their policies fit different state standards. Reviewing and updating your compliance plan regularly helps prevent fines and guarantees consistent staff assistance across all sites.

Mosey’s compliance automation can offer assistance by providing customized compliance insights for any state’s particular laws. Explore our extensive insights to learn more about multistate issues and the options you have to maintain compliance.

Mosey Makes Compliance Happen

The 2024 amendments to Oregon’s Paid Family Leave and OFLA offer notable changes that affect workers and businesses. Understanding these developments and working ahead can help you ensure your company stays compliant and efficiently supports employees.

Mosey provides a simplified approach to handling compliance issues through our compliance management platform. Our tools and expertise will enable you to face these changes with assurance while maintaining a compliant and encouraging workforce. Schedule a demo with Mosey today to learn what we’re all about.

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