Sick Leave for Oregon Employees: What You Need to Know in 2025

Ever woken up in Portland with a head cold that makes Mount Hood look fuzzy, or caught the flu while working in Eugene that not even the finest craft brew could cure? Here's something as refreshing as Multnomah Falls: Oregon has one of the most comprehensive paid sick leave laws in the nation.

Key Objectives: 

1. Does Oregon Require Paid Sick Leave?
2. How Earned Sick Leave Works in Oregon 
3. When Can Sick Leave Be Used? 
4. Employer of Obligations
5. Interaction with Other Leave Laws
6. COVID-19 and Sick Leave
7. Frequently Asked Questions
8. Common Misconceptions About Sick Leave
9. Why Sick Leave Matters
   
   

Here's what makes Oregon's approach special: Since 2016, nearly all employers must provide sick leave. Whether you're serving in a Salem café, coding in the Silicon Forest, or farming in the Willamette Valley, you're covered. Employers with 10+ employees (6+ in Portland) must provide paid sick leave, while smaller employers must provide unpaid leave. Employees earn one hour of sick time for every 30 hours worked, up to 40 hours annually.

Oregon is one of the states that requires paid sick leave for most employees under the Oregon Sick Time Law. This law ensures that workers can take time off to care for themselves or family members without risking job security or income loss. Here’s a comprehensive guide to sick leave in Oregon in 2025.

Does Oregon Require Paid Sick Leave?

Yes! Under the Oregon Sick Time Law, most employees are entitled to protected sick leave, with paid or unpaid sick leave depending on the size of the employer.

Employer Requirements

• Portland Employers: Employers with 6 or more employees in Portland must provide paid sick leave.
• Small Businesses: Employers with fewer than 10 employees (fewer than 6 in Portland) must provide unpaid sick leave but must allow workers to take time off without penalty.

How Sick Leave Works in Oregon

Who Is Covered?

• All employees working in Oregon, including part-time, temporary, and seasonal workers, are eligible for sick leave.
• Independent contractors are not covered.

Accrual and Usage

• Accrual Rate: Employees earn 1 hour of sick leave for every 30 hours worked, up to 40 hours per year.
• Start Date: Sick leave starts accruing on the first day of employment.
• Waiting Period: Employees can start using sick leave after 90 days of employment.
• Frontloading Option: Employers can give employees the full 40 hours at the start of the year instead of tracking accrual.

When Can Sick Leave Be Used?

Under Oregon’s Sick Time Law, employees can use sick leave for:

1. Personal Health
   • Illness, injury, or medical conditions.
   • Doctor’s appointments, preventive care, or medical treatment.
2. Family Care
   • Caring for a sick family member (child, spouse, parent, grandparent, grandchild, or sibling).
3. Public Health Emergencies
   • If the employee’s workplace or child’s school/childcare is closed due to a public health emergency.
4. Domestic Violence, Sexual Assault, or Stalking
   • Seeking medical care, counseling, relocation, or legal assistance.

Employer Responsibilities in Oregon

Oregon employers must:

1. Provide Notice: Inform employees in writing of their sick leave rights.
2. Track Accrual and Usage: Keep records of earned and used sick leave for at least two years.
3. Prohibit Retaliation: Employers cannot punish or fire employees for using earned sick leave.

Employers who fail to comply with the Oregon Sick Time Law may face penalties and be required to compensate affected employees.

Interaction with Other Leave Laws

Oregon’s sick leave law works alongside other state and federal laws, including:

• Oregon Family Leave Act (OFLA) – Provides up to 12 weeks of unpaid, job-protected leave for serious health conditions or family caregiving.
• Family and Medical Leave Act (FMLA) – Provides 12 weeks of unpaid leave for eligible employees under federal law.
• Oregon Paid Leave – Starting September 2023, Oregon provides paid family, medical, and safe leave benefits for workers.

COVID-19 and Sick Leave in Oregon

Employees can use Oregon’s paid sick leave for COVID-19-related reasons, including:

• Testing, treatment, or quarantine.
• Caring for a family member with COVID-19.
• If a workplace, school, or childcare facility is closed due to a public health emergency.

Employers cannot require employees to provide a doctor’s note for COVID-19-related absences unless it exceeds three days.

FAQs About Sick Leave in Oregon

Q: Can an employer require a doctor’s note?

A: Yes, but only if an employee is absent for three or more consecutive workdays. Employers cannot ask for unnecessary medical details.

Q: Can part-time and temporary employees earn sick leave?

A: Yes. All employees (full-time, part-time, and temporary workers) accrue sick leave at the same rate.

Q: What happens if my employer does not provide sick leave?

A: Employees can file a complaint with the Oregon Bureau of Labor and Industries (BOLI). Employers who violate the law may face fines and back pay requirements.

Common Misconceptions About Sick Leave in Oregon

1. “Only full-time employees qualify for sick leave.”

False. The law covers all employees, including part-time, seasonal, and temporary workers.

2. “Employers must pay out unused sick leave when an employee leaves.”

False. Oregon law does not require payout of unused sick leave upon termination unless the employer’s policy states otherwise.

3. “Employers can deny sick leave if it’s inconvenient.”

False. If an employee has accrued sick leave, the employer must allow them to use it. Employers cannot require employees to find a replacement before taking leave.

Why Sick Leave Matters

Oregon’s Paid Sick Leave Law ensures employees can take time off for health-related reasons without losing pay or job security. For employers, offering sick leave promotes a healthier workplace, reduces turnover, and improves employee morale.

Final Thoughts

Understanding your sick leave rights in Oregon can feel like navigating the Columbia River Gorge - it helps to know the path. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.

If you're a business looking to navigate Oregon's employment landscape while expanding your workforce, consider partnering with an Employer of Record (EOR) service. They can help manage your HR compliance, payroll, and benefits administration while you focus on growing your business. Learn more about EOR services and how they can simplify your employment needs at TCW Global's EOR solutions.

Remember, Oregon's paid sick leave law reflects our state's pioneering spirit. Like our state motto "She Flies With Her Own Wings," these protections empower workers to take care of themselves and their families.

Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Oregon's unique business environment.

Sick leave in Oregon is a protected right for nearly all employees. Employers must comply with the Oregon Sick Time Law to avoid penalties and ensure their workforce is supported. Employees should understand their rights and check their employer’s policies for specific details.

For more information, visit:

• Oregon Bureau of Labor and Industries (BOLI)
• Oregon Sick Time Law Guide
• U.S. Department of Labor (FMLA)