PSU Human Resources

Oregon Paid Family Medical Leave

Looking for the new process? 

Visit the AbsenceTracker Resource Center for FAQs, How-To Guides, and System Access.

Effective July 1, 2026 PSU is administering PFML through Absencetracker. Claims beginning on or before June 30th, 2026 should continue to follow the process with the Standard. 

 

Program Summary

Oregon Paid Family Medical Leave (OR PFML), also known as Paid Leave Oregon (PLO), is designed to provide paid leave for employees experiencing specific life events such as serious health complications of themselves or family members, parental/maternity leave or Safe leave for survivors of sexual assault, domestic violence harassment or stalking.

This benefit is funded by contributions of 0.6% from employees and 0.4% from PSU for a current total expense of 1% of subject salaries. Claims that begin on or after July 1, 2026 will be administered by PSU through Absencetracker. 

 

Claims beginning on or before June 30, 2026 will be administered by the Standard. Extending an existing claim will also continue to be administered by the Standard.

 

 

 

 

PLEASE NOTE: If you receive an incorrect notice from the Oregon Employment Department (OED) that a claim has been filed on your behalf, please contact them for additional information or to file a claim for ID theft. PSU claims are not processed through OED.

The Standard Logo

 

Eligibility

Paid Leave with Job Protection - Effective 9/3/2023

  • Paid Leave: $1000 earned in the past 12 months
  • Job protection: Employed by PSU at least 90 days

Not available for: 

  • Work-Study Student Employees (non-work-study student employees are covered by this program)
  • Independent contractors
  • Volunteers
  • Employees with a primary work location outside of Oregon

Available for everyone else

Contributions

Regulatory Contribution Level = 1% of salary:

  • 60% employee-paid post-tax (0.6%)
  • 40% employer-paid post-tax (0.4%)

* This limit is indexed to the Social Security taxable maximum ($184,500 in 2026).

A flowchart showing the different options for Paid Leave on the left and Job Protection on the right
Benefit Amount
Annual SalaryWeekly SalaryOR PFML PaymentSalary Replacement
Up to $40,000Up to $769Up to $769100%
$50,000$962$93998%
$60,000$1,154$1,03590%
$70,000$1,346$1,13184%
$80,000$1,538$1,22880%
$90,000$1,731$1,32476%
$100,000$1,923$1,42074%
$110,000$2,115$1,51672%
$120,000$2,308$1,61270%
$160,000$3,077$1,69255%
$200,000$3,846$1,69244%
$300,000$5,769$1,69229%
  • Leave accruals (sick and/or vacation) can be used to ‘top up’ pay to 100%.
  • Employees will be asked about this option during the protected leave process.
  • Health benefits continue during protected leave. For continuous leave, an employee’s contributions are deferred until they return. 

The maximum amount an employee will be paid is 120% of the state average weekly wage — the average amount employees throughout the state earn. The state average weekly wage in Oregon for 2026-27 is $1,410.13. Based on that, the minimum weekly benefit is $70.51 and the maximum weekly benefit is $1,692.16. The Oregon Employment Department updates the average weekly wage each July.

Definitions

"Benefit Year"

Oregon Paid Family Medical Leave requires a ‘rolling forward’ definition of leave year.

  1. Rolling forward means that a benefit year will start on the Sunday before the first leave and covered leave that employees take for the next 12-months from that date will count towards their maximum allotment. Employee leave allotments will refresh entirely once 52-weeks have passed from the start date of the first leave in that 52-week period.
  2. PSU will conform OFLA & FMLA leave calculations to this rolling forward basis as much as possible.

"Family"

Oregon Paid Family Medical Leave has an inclusive definition of “family member.” A family member is any of the following:

  1. Your spouse or domestic partner
  2. Your child (biological, adopted, stepchild, or foster child), your spouse or domestic partner’s child, or the child’s spouse or domestic partner
  3. Your parent (biological, adoptive, stepparent, foster parent, or legal guardian), the parent of your spouse or domestic partner, or your parent’s spouse or domestic partner
  4. Your sibling or step sibling or their spouse or domestic partner
  5. Your grandparent or your grandparent’s spouse or domestic partner
  6. Your grandchild or your grandchild’s spouse or domestic partner
  7. Anyone you are related to by blood
  8. Anyone who lives with or is connected to you like a family member and has a family relationship

"Serious Health Condition"

A serious health condition is an illness, injury, impairment, or physical or mental condition that:

  • Requires inpatient care
  • Poses an imminent danger of death or possibility of death in the near future
  • Requires constant or continuing care
  • Involves a period of incapacity
  • Involves multiple treatments
  • Involves a period of disability due to pregnancy

Involves a period of disability due to pregnancy length and reason

Paid benefits are available to eligible employees up to a combined 12-weeks per Benefit Year:

  • Family Leave
  • Medical Leave
  • Safe Leave

Up to an additional 2-weeks are available for limitations related to pregnancy, childbirth or a related medical condition for total leave not to exceed 14-weeks per Benefit Year.

Request Process

 

Please Be Advised: Effective May 18, 2026, PSU transitioned

to a new leaves reporting software and Employee Self Service (ESS) interface,

which is different from prior electronic interactions. To learn more, visit the AbsenceTracker Resource Center.

 

Employees begin the request process through the AbsenceTracker Employee Self Service (ESS) portal, informing PSU of the need for a protected leave as well as initiate a claim for the Standard. Employees must communicate any changes to their anticipated or approved leave to both HR leaves (via AbsenceTracker) and the Standard.

Oregon Paid Family Medical Leave

  • Please refer to the Protected Leaves HR website for additional information.
  • PSU’s Leaves & Accommodations Team - Referrals to HR Subject Matter Experts for answers related to personal circumstances. Leaves@pdx.edu.

How to apply for Oregon PFML

  1. Employee initiates a request in AbsenceTracker.
  2. On the “Additional Information” page select “Yes” to the question “If you are eligible for Paid Family Medical Leave (PFML), would you like the University to apply it to your leave?”
    1. Employee provides a 30-day advance notice whenever possible, but otherwise as soon as possible. 
    2. Leaves team will evaluate
    3. Employee & Supervisor will be notified

Note: If your claim began 6/30/26 or prior, continue to contact the Standard at 800.242.1888. These claims will not be transferred to PSU and will be allowed to run out through the Standard. If your leave began 7/1/26 and after, PFML will be administered through PSU via Absencetracker.
 

Support and Resources

Leave Tips for Employees

  1. Do not discuss your personal medical or leave information with your supervisor.
  2. Review information on the HR website.
  3. Initiate claim using AbsenceTracker, making sure to select 'Yes' when asked if you want PFML applied.
  4. Watch for announcements or modifications about the PFML program.

Tips for Managing Leave

  1. Do not discuss your employee’s personal medical or leave information.
  2. Refer employees to the HR website.
  3. Prepare for expected absences.
  4. Make a plan to cover the work. Prioritize the work, if needed.
  5. Watch for announcements or modifications about the OR PFML program.

PSU Leave Options

  • Sick Leave (and other accrued leaves)
  • FMLA/OFLA/OR PFML (job and benefits protections)
  • Short Term Disability
  • Workers Compensation
  • ADA Accommodations

Protected Leaves Webpage >>

Additional Resources

Depending on the Classification/Representation of your position the following may apply