The Oregon Employment Department continues to develop the Paid Leave Oregon program and the supporting website.  PLO is a new law that allows employees to take paid time off for family, medical and safe leave.  PLO is paid for by employers and employees through payroll deductions.  Contributions to the program will begin on January 1, 2023, and benefits will be available on September 3, 2023.  Additional details are available in our PLO Alert from July 25th.

The Employment Department is currently developing administrative rules, policies and procedures and beginning outreach and public awareness campaigns.  They are updating resources frequently on the Paid Leave Oregon portal.

Below are some of the resources that are available to help employers navigate this new law.

  • Employer Guidebook. Provides details to employers on all aspects for PLO.  Some program details are still under development.  This guide will be updated to reflect the most current information available.
  • Equivalent Plan Guidebook. Resource for employers who are considering option out of the state plan.  Includes information on what is required in an opt out plan and details on the opt out process.
  • Printable brochures in English and Spanish: Designed for employers to distribute to employees to inform them about Paid Leave Oregon. Brochures in other languages are coming soon.
  • Social media pages: Paid Leave Oregon just launched Facebook, Twitter and Instagram Follow PLO to get instant updates and all the latest Paid Leave Oregon news.
  • YouTube Videos: Videos from Paid Leave Oregon are available on our YouTube playlist. These videos are short summaries of our most important topics. Subscribe and you will receive a notification anytime PLO posts a new video.


IMA will continue to monitor regulator guidance and offer meaningful, practical, timely information.

This material should not be considered as a substitute for legal, tax and/or actuarial advice. Contact the appropriate professional counsel for such matters. These materials are not exhaustive and are subject to possible changes in applicable laws, rules, and regulations and their interpretations.