Oregon Sick Time Law
✓ Verified against official sources · September 1, 2026 ORS 653.601–653.661
The short answer: Oregon requires sick time from every employer — one hour per 30 hours worked, up to 40 hours a year — paid at employers with 10 or more employees and unpaid below that threshold.
Accrual rate
1 hour per 30 hours worked (or 1-1/3 per 40)
Annual amount
Up to 40 hours per year
Employers covered
All — paid at 10+ employees, unpaid under 10
Penalty for non-compliance: Enforced by the Oregon Bureau of Labor and Industries (BOLI), with civil penalties and remedies for violations and retaliation.
Under ORS 653.606, every Oregon employer must implement a sick time policy under which employees accrue at least one hour per 30 hours worked (or 1-1/3 hours per 40), capped at 40 hours per year. Employers with 10 or more employees anywhere in the state provide the time paid; smaller employers may provide it unpaid — with a lower 6-employee paid threshold for employers located in large cities like Portland.
Sick time covers the employee's or family member's illness and care, bereavement and parental leave purposes under Oregon's family leave act, public health emergencies, and domestic-violence-related needs (ORS 653.616). BOLI enforces the law and its anti-retaliation provisions.
For employersThe paid/unpaid line is 10 employees statewide — and employers with workers in Portland should check the lower 6-employee threshold that applies within the city.
For employeesYou accrue one hour of sick time per 30 worked at any Oregon employer, up to 40 hours a year — paid if the employer has 10 or more employees.
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Oregon FAQ
Which Oregon employers must pay for sick time?
Employers with 10 or more employees in Oregon — those under 10 must still provide up to 40 hours of sick time, but it may be unpaid (ORS 653.606).
How much sick time do Oregon employees get?
Accrual of one hour per 30 hours worked (or 1-1/3 per 40), and employers may cap accrual at 40 hours per year.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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