Oregon

/in

Oregon: Paid Leave Oregon Job Protection Updates

APPLIES TO

All Employers with Employees in OR

EFFECTIVE

JAN 1, 2026

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Quick Look

  • In accordance with the 2025 amendments to Paid Leave Oregon (PLO), the Oregon Employment Department (OED) issued revised regulations regarding the PLO program’s job protection benefits.
  • Job protection is required for employees on PLO leave who have been employed for at least 90 consecutive calendar days.
  • Upon return from PLO leave, employees must be returned to their former position with the same rate of pay, benefits, location, job duties, working hours, and other terms and conditions of employment.

Discussion

Effective January 1, 2026, in accordance with 2025 amendments to Paid Leave Oregon (PLO), the Oregon Employment Department (OED) issued revised regulations regarding the PLO program’s job protection benefits. The Bureau of Labor and Industry (BOLI) is now responsible for enforcing the job protection, antidiscrimination, and antiretaliation provisions of the law.

 

Job protection is required for employees on PLO leave who have been employed for at least 90 consecutive calendar days. Upon return from leave, employees must be returned to their former position with the same rate of pay, benefits, location, job duties, working hours, and other terms and conditions of employment. This includes situations where a worker was hired or reassigned to temporarily work the same position as the employee on leave.

 

Employees are not entitled to return to their former position if the employee would have been terminated or reassigned if leave had not been taken. Job protection also does not apply where an employee provides clear notice of their intent not to return to work. If a position is eliminated, large employers with 25 or more employees must provide an available, equivalent position within a 50-mile radius of the former job site. Employers with less than 25 employees can use their discretion to restore the employee to a similar position based on business necessity. The job protection and reinstatement requirements are quite expansive, so employers should consult with legal counsel if they are not able to comply upon an employee’s return from leave.

 

Action Items

  1. Review and update leave of absence policies.
  2. Consult with legal counsel regarding specific job restorations situations.
  3. Have appropriate personnel trained on employee leave administration requirements.

 

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2026 ManagEase