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Reminder Oregon: Updated Weekly Benefit Amounts for UI and Paid Leave for 2025

29 Aug

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As a reminder for all employers in Oregon, the Oregon Employment Department has adjusted the minimum and maximum weekly benefit amounts (WBAs) for Unemployment Insurance (UI) and Paid Leave Oregon (PLO) based on the new State Average Weekly Wage (SAWW).

  • Claims filed before the effective dates will continue under 2024 benefit levels.
  • Employers should update payroll systems and employee communications accordingly.
  • Claimants can estimate benefits using the Paid Leave Oregon calculator.
  • These updates are required annually under Oregon law (ORS 657.150(4) and ORS 657B.050).

Important Dates

  • UI claims: Filed on or after June 29, 2025
  • PLO claims: Benefit years beginning on or after July 6, 2025

Updated State Average Weekly Wage

  • 2025 SAWW: $1,363.80
  • 2024 SAWW: $1,307.17
  • Increase: 4.3%

Weekly Benefit Amounts

  • Unemployment Insurance
  • Minimum WBA: $204 (up from $196)
  • Maximum WBA: $872 (up from $836)
  • Paid Leave Oregon
  • Minimum WBA: $68.19 (up from $65.36)
  • Maximum WBA: $1,636.56 (up from $1,568.60)

For additional information:

Need help understanding how changes to employment laws will affect your business?

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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