Weekly max gap
$1,636
Oregon higher
2026Oregon vs Nevada Paid Leave
Oregon lists a higher modeled weekly maximum. Compare PFML status, weekly caps, family weeks, payroll premiums, and sick-leave rules.
By Sammy S. · Founder · AuthorUpdated for 2026
Family weeks gap
12
Oregon longer
Premium gap at $80k
$480
Nevada lower rate
Side-by-side paid leave scoreboard
Oregon
$1,636
Max weekly · rank #3
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.6%
Paid sick leave mandate
Nevada
No statewide PFML
Max weekly · rank #34
- PFML status
- No statewide PFML
- Family weeks
- 0
- Employee premium
- —
Paid leave for any reason
Benefit metric comparison
| Metric | Oregon | Nevada | Difference |
|---|---|---|---|
| Max weekly | $1,636 | $0 | $1,636 |
| Family weeks | 12 | 0 | 12 |
| Employee premium | 0.6% | 0% | 0.6% |
| Est. annual premium ($80k) | $480 | $0 | $480 |
Max weekly
Oregon$1,636
Nevada$0
Family weeks
Oregon12
Nevada0
Premium at $80k
Oregon$480
Nevada$0
Key takeaways — Oregon vs Nevada paid leave
- Oregon has an active PFML program (Oregon Paid Leave); Nevada has no mandatory statewide PFML insurance.
- Oregon lists the higher modeled weekly maximum ($1,636 vs $0, gap $1,636).
- Oregon models more family/bonding weeks (12 vs 0).
- Nevada has the lower employee PFML premium (~0%), saving about $480/year on a $80,000 wage example before wage-base caps.
- Oregon: Paid sick leave mandate. Nevada: Paid leave for any reason.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Oregon vs Nevada leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Oregon | Nevada |
|---|---|---|
| PFML status | Active PFML program | No statewide PFML |
| Program | Oregon Paid Leave | — |
| Max weekly benefitOregon higher by $1,636 | $1,636 | — |
| Family / bonding weeksOregon longer by 12 | 12 | — |
| Medical weeks (modeled) | 12 | See disability / separate track |
| Wage replacement (typical) | 1% | — |
| Employee premiumNevada lower (~$480/yr at $80,000) | 0.6% | None / n/a |
| Paid sick / any-reason | Paid sick leave mandate | Paid leave for any reason |
PFML at weekly max — claim length scenarios
Illustrative totals if every week paid the modeled maximum. Caps stop at each state’s family weeks when shorter. Most claimants earn less than the maximum.
| Scenario | Oregon | Nevada | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $6,544 | — | $6,544 |
| 8 weeks at weekly max | $13,088 | — | $13,088 |
| 12 weeks at weekly max | $19,632 | — | $19,632 |
How to read this page
Oregon vs Nevada paid leave in 2026
Comparing paid leave between Oregon and Nevada means stacking three layers: mandatory PFML cash benefits (where they exist), statewide paid sick or any-reason leave mandates, and unpaid federal FMLA job protection. This page uses the same 2026 planning snapshot as the paid-leave hub.
Oregon shows active pfml program with a modeled weekly maximum of $1,636 and about 12 family weeks. Nevada shows no statewide pfml.
If you optimize for cash benefits, Oregon leads on weekly maximum and Oregon leads on family weeks—premiums and sick-leave rules can still flip the “better” package for a given worker.
Benefits and premiums: Oregon vs Nevada
At the weekly maximum for a full family-leave allotment, Oregon could approach $19,632 (12 weeks) and Nevada no statewide max total (0 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0.6% in Oregon (~$480/year on $80,000) versus 0% in Nevada (~$0/year). The gap is about 0.6% / $480 annually on that wage example.
Wage replacement midpoints are about 1% in Oregon and n/a in Nevada before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
Oregon: Statewide paid sick time. Nevada: Statewide paid leave usable for any reason (employer-size rules).
Short sick or any-reason leave banks are not a substitute for multi-week PFML bonding benefits. A state can lead on sick leave and still lack mandatory PFML—or the reverse.
FMLA can run alongside state PFML for eligible employees of covered employers, but it does not pay wages. Job restoration rules depend on employer size, tenure, and which statute applies—not on which state has the higher weekly max.
When Oregon or Nevada looks better for leave
Choose the higher weekly max if your wages would hit the cap and you need maximum cash replacement during bonding or family care.
Choose more family weeks if bonding length matters more than the weekly dollar cap—especially when medical and family weeks share a combined annual ceiling.
Weigh employee premiums and sick-leave mandates for everyday short absences. Relocating for leave benefits alone is rarely enough without checking cost of living, wages, and employer policies.
Who this Oregon vs Nevada comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Oregon vs Nevada.
- •Parents estimating bonding leave wage replacement and payroll deductions.
- •HR teams mapping multi-state PFML and sick-leave compliance.
- •Workers weighing whether sick-leave mandates offset a missing PFML program.
Use official tools if…
- •You need an official claim determination, waiting period, or private-plan approval.
- •Your hours or employer size fall below statutory thresholds.
- •City ordinances exceed the statewide sick-leave rules modeled here.
- •You are self-employed and need opt-in PFML rules rather than employee coverage.
Oregon vs Nevada checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Oregon (Active PFML program) vs Nevada (No statewide PFML).
- 2Compare weekly max ($1,636 vs $0) and family weeks (12 vs 0).
- 3Estimate employee premiums on your wage (example gap ~$480 at $80,000).
- 4Review sick/any-reason leave separately from PFML week counts.
- 5Document FMLA eligibility if you need job protection alongside cash benefits.
- 6Open each state profile and confirm agency rules before relocating for leave alone.
Oregon vs Nevada paid leave FAQs
Oregon: Active PFML program (Oregon Paid Leave). Nevada: No statewide PFML.
Oregon lists a higher modeled weekly maximum ($1,636 vs $0).
Oregon models 12 family/bonding weeks; Nevada models 0. Medical-leave weeks and combined caps can differ — check each profile.
Oregon employee rate ~0.6%; Nevada ~0%. On $80,000 wages that is about $480 vs $0 per year (before wage-base caps).
Oregon: Paid sick leave mandate. Nevada: Paid leave for any reason. Statewide paid sick time. Statewide paid leave usable for any reason (employer-size rules).
No. FMLA is unpaid job-protected leave for eligible employees of covered employers. State PFML programs (where active) can provide partial wage replacement during qualifying leave.
It depends whether you optimize for weekly maximum (Oregon), weeks (Oregon), premiums (Nevada), or sick-leave mandates. Read both profiles and confirm eligibility with the state agency.
At each state’s modeled weekly maximum for its family allotment, Oregon approaches $19,632 and Nevada no mandatory total before taxes and offsets. Most claimants earn less than the maximum.
Nevada models the lower employee rate (0%). On $80,000 wages the annual gap is about $480 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. Oregon: Statewide paid sick time. Nevada: Statewide paid leave usable for any reason (employer-size rules). Use PFML (where active) or unpaid FMLA for multi-week bonding.
Not always. Weeks, premiums, sick-leave mandates, waiting periods, and employer PTO coordination matter. Oregon leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open Oregon (/paid-leave-by-state/oregon) and Nevada (/paid-leave-by-state/nevada) for program details, neighbor tables, and checklists.
Compare another pair
Compare any two states
PFML weekly max, weeks, premiums, and paid sick leave mandates.
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Chart-based estimates. Confirm claims and premiums with state agencies.