Managing
Paid Leave
As an employer, it's important that you understand your responsibilities related to managing your employee's PFML Insurance requests. You can keep track of leave requests through your online account. If any pending tasks need your attention, American Fidelity will contact you via email or phone to discuss what actions you should take.
Return to Work
To manage PFML Insurance claims, you or your employees must provide return-to-work information. The onboarding process includes an opportunity to share your preferences for reporting and verifying return-to-work information. Keeping this information up to date is crucial for us to help you manage leave requests.
To report an employee's return to work, log into your online account and select the employee you wish to update from the Absences tab. Then, click the Report Return to Work button and follow the on-screen prompts to complete the process.
Additional Responsibilities
It is important to inform American Fidelity if an employee fails to notify you of their leave in a timely manner. This is because such failure can reduce the employee's weekly benefit amount, depending on the reason for the delay. Additionally, you need to report any information that might affect the employee's eligibility to receive benefits. This can include an employee’s resignation or termination, or if their leave is related to a workplace injury.
Share this checklist with your employees to help them prepare for taking PFML
Know the Difference
Paid Family and Medical Leave Insurance |
|---|
| Benefits began September 3, 2023 |
|
American Fidelity’s PFML Insurance is the equivalent plan to your state's plan |
| Paid leave for a covered employee’s own serious health condition; to care for certain family members with a serious health condition; parental leave for the birth of a child or placement through adoption or foster care; and safe leave for reasons relating to domestic violence, harassment, sexual assault, bias crimes, or stalking |
| Job and role protection if employed for at least 90 consecutive days before taking leave |
| If an employee meets eligibility they are automatically covered under this plan |
| Weekly income protection for up to 12-14 weeks |
|
Employees are eligible if they have earned at least $1,000 from any Oregon employer in four out of five quarters before requesting paid leave, and have been continuously employed with their employer for at least 30 days (or were covered by a previous employer's equivalent plan) |
| May be used concurrently with FMLA, OFLA, and certain other leaves when they apply |
Family and Medical Leave Act (FMLA) |
Oregon Family Leave Act
|
|---|---|
|
Federal law enacted in 1993 |
State law enacted in 1995 and last amended in May of 2025 |
|
Unpaid leave to care for a covered employee’s own serious health condition; to care for certain family members with a serious health condition; parental leave for the birth of a child or placement through adoption or foster care; and reasons relating to a family member’s military service |
Unpaid leave for pregnancy disability (including prenatal care); sick child leave (including school/child care closures due to a statewide public health emergency); and bereavement leave. Military family leave (up to 14 days per deployment) also remains available and counts against OFLA leave |
|
Job protection for qualified employees |
Job protection for qualified employees |
|
Required for all public agencies, all school employers, and private companies with over 50 employees |
Required for most public and private employers with over 25 employees in Oregon |
|
Unpaid leave up to 12-26 weeks depending on qualifying event |
Unpaid leave up to 12 weeks per OFLA leave year for sick child and bereavement, plus up to 12 additional weeks for pregnancy disability (up to 24 weeks total) |
|
Employee eligibility is based on hours worked the previous year, tenure with covered employer, and the number of people employed by the covered employer within 75 miles of worksite |
Eligibility (generally): Employee must have been employed for at least 180 days and have worked an average of at least 25 hours per week during the 180 days immediately before leave begins |
|
May be used concurrently with PFML Insurance, FMLA, OFLA, and certain other leaves when they apply |
May run concurrently with FMLA when applicable; Paid Leave Oregon/PFML Insurance coordination is governed separately under Oregon law |
Employer Responsibilities
Explore these topics to find the support you need.