Effective January 1, 2025, Oregon’s paid family and medical leave law (OPFML) is amended to allow eligible employees to take leave to “effectuate the legal process required for foster child placement or child adoption.”
OPFML applies to employees who currently work in Oregon and who made at least $1,000 in Oregon in their base year before they apply for leave benefits.
Although the Oregon Sick Time Law (OSTL) incorporates qualifying reasons from the paid family and medical leave law, state guidance is expected regarding whether employees can also take leave for this purpose under the OSTL.
Next Steps
To ensure compliance with the amended law, employers should update existing leave policies to incorporate the new provisions for foster child placement and adoption leave; train human resources staff and managers on the specific provisions of the amended law; and provide employees with clear and concise information about eligibility requirements, how to apply for leave, and any necessary documentation.
While the Oregon Sick Time Law (OSTL) incorporates qualifying reasons from the PFML law, it’s crucial to await further guidance from the state to determine if employees can use OSTL for foster child placement or adoption leave. Employers should stay updated on any additional guidance or regulations from the Oregon Bureau of Labor and Industries (BOLI).
HR Works will continue to monitor this topic and provide updates as they become available.
HR Works Can Help
Managing employee leaves of absence is overwhelming and the various laws can be difficult to navigate, especially when leave is not your primary focus. The experts at HR Works can manage the complexities of compliance when it comes to all the changing state leave laws and more. To learn more about these services and how to leverage our compliance expertise and support, please contact us at info@hrworks-inc.com or call 1-877-219-9062.
