2 rules apply together in District of Columbia. Each is listed with its own source; Juriset does not combine them.
Federal (United States): Family and Medical Leave Act (unpaid). Effective from .
State (District of Columbia): Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (tipped restaurant and bar employees) (paid). DC Paid Family Leave - Medical Leave (paid). DC Paid Family Leave - Family Leave (paid). DC Paid Family Leave - Parental Leave (paid). DC Paid Family Leave - Prenatal Leave (paid). Effective from .
Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Family and Medical Leave Act
Paid
no
Condition
Unpaid, job-protected leave with continuation of group health benefits. Up to 12 workweeks in a 12-month period for qualifying family and medical reasons; up to 26 workweeks in a single 12-month period of military caregiver leave. Covered employers: private-sector employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year; public agencies and local educational agencies regardless of the number of employees. Eligible employees: at least 12 months with the employer, at least 1,250 hours of service in the 12 months before leave, and work at a location where the employer has at least 50 employees within 75 miles. The employer chooses the 12-month period method (29 CFR 825.200(b)).
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same terms and conditions as if the employee had not taken leave. … For eligible employees, up to 12 workweeks of leave in a 12-month period for any of the following qualifying reasons: … An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember with a serious injury or illness may take up to 26 workweeks of leave during a single 12-month period to care for the servicemember. … Private-sector employers who employ 50 or more employees in 20 or more workweeks in either the current calendar year or the previous calendar year,
Public agencies (including federal, state, and local government employers), regardless of the number of employees, and … Work for a covered employer for at least 12 months,
Have at least 1,250 hours of service with the employer during the 12 months before their FMLA leave starts, and
Work at a location where the employer has at least 50 employees within 75 miles.
State: District of Columbia
Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (tipped restaurant and bar employees) (paid). DC Paid Family Leave - Medical Leave (paid). DC Paid Family Leave - Family Leave (paid). DC Paid Family Leave - Parental Leave (paid). DC Paid Family Leave - Prenatal Leave (paid).
Version 3 · effective from · verified on source change under review since
Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Accrued Sick and Safe Leave
Paid
yes
Condition
An employer with 100 or more employees. Paid leave accrues in accordance with the employer's established pay period, from the beginning of employment; an employee may begin to access paid leave after 90 days of service. Not to exceed 7 days per calendar year.
Annual max
7
Leave type
sick
Annual max unit
days
Employer size min
100
Accrual hours earned
1
Accrual per hours worked
37
Name
Accrued Sick and Safe Leave
Paid
yes
Condition
An employer with at least 25, but not more than 99, employees. Paid leave accrues in accordance with the employer's established pay period, from the beginning of employment; an employee may begin to access paid leave after 90 days of service. Not to exceed 5 days per calendar year.
Annual max
5
Leave type
sick
Annual max unit
days
Employer size min
25
Accrual hours earned
1
Accrual per hours worked
43
Name
Accrued Sick and Safe Leave
Upcoming changes
No published changes are waiting to take effect.
Change history
Federal: United States
Version
Effective
Published
Change
Value
3in effect
new
paid_leave in us: version 3, effective 2026-10-24, published (new)
Family and Medical Leave Act (unpaid).
State: District of Columbia
Version
Effective
Published
Change
Value
3in effect
new
paid_leave in us-dc: version 3, effective 2026-10-01, published (new)
Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (paid). Accrued Sick and Safe Leave (tipped restaurant and bar employees) (paid). DC Paid Family Leave - Medical Leave (paid). DC Paid Family Leave - Family Leave (paid). DC Paid Family Leave - Parental Leave (paid). DC Paid Family Leave - Prenatal Leave (paid).
An employer is permitted to choose any one of the following methods for determining the 12-month period in which the 12 weeks of leave entitlement described in paragraph (a) of this section occurs:
(1) The calendar year;
(2) Any fixed 12-month leave year, such as a fiscal year, a year required by State law, or a year starting on an employee's anniversary date;
(3) The 12-month period measured forward from the date any employee's first FMLA leave under paragraph (a) begins; or,
(4) A “rolling” 12-month period measured backward from the date an employee uses any FMLA leave as described in paragraph (a).
An employer with 24 or fewer employees. Paid leave accrues in accordance with the employer's established pay period, from the beginning of employment; an employee may begin to access paid leave after 90 days of service. Not to exceed 3 days per calendar year.
Annual max
3
Leave type
sick
Annual max unit
days
Accrual hours earned
1
Accrual per hours worked
87
Name
Accrued Sick and Safe Leave (tipped restaurant and bar employees)
Paid
yes
Condition
For an employee of a restaurant or bar who regularly receives tips, commissions, or other gratuities to supplement a base wage below the District minimum wage, notwithstanding employer size. Not to exceed 5 days per calendar year. Paid leave is compensated at the District minimum wage. Paid leave accrues from the beginning of employment; an employee may begin to access paid leave after 90 days of service.
Annual max
5
Leave type
sick
Annual max unit
days
Accrual hours earned
1
Accrual per hours worked
43
Name
DC Paid Family Leave - Medical Leave
Paid
yes
Condition
Up to 10 weeks to care for your own serious health condition (as of October 1, 2026; previously 12 weeks). Weekly Benefit Maximum $1,100. Sliding scale wage replacement (up to 90%). Leave fully employer-funded with no payroll deductions from workers.
Funded by
public_insurance
Annual max
10
Leave type
family_medical
Annual max unit
weeks
Name
DC Paid Family Leave - Family Leave
Paid
yes
Condition
Up to 6 weeks to care for a family member with a serious health condition (as of October 1, 2026; previously 12 weeks). Weekly Benefit Maximum $1,100. Sliding scale wage replacement (up to 90%). Leave fully employer-funded with no payroll deductions from workers.
Funded by
public_insurance
Annual max
6
Leave type
family_medical
Annual max unit
weeks
Name
DC Paid Family Leave - Parental Leave
Paid
yes
Condition
Up to 12 weeks to bond with a new child. Weekly Benefit Maximum $1,100. Sliding scale wage replacement (up to 90%). Leave fully employer-funded with no payroll deductions from workers.
Funded by
public_insurance
Annual max
12
Leave type
family_medical
Annual max unit
weeks
Name
DC Paid Family Leave - Prenatal Leave
Paid
yes
Condition
Up to 2 weeks to receive prenatal care. Weekly Benefit Maximum $1,100. Sliding scale wage replacement (up to 90%). Leave fully employer-funded with no payroll deductions from workers.
An employer with 100 or more employees shall provide for each employee not less than one hour of paid leave for every 37 hours worked, not to exceed 7 days per calendar year. … An employer with at least 25, but not more than 99, employees shall provide for each employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year. … An employer with 24 or fewer employees shall provide not less than one hour of paid leave for every 87 hours worked, not to exceed 3 days per calendar year. … for an employee of a restaurant or bar who regularly receive [sic] tips, commissions, or other gratuities to supplement a base wage that is below the minimum wage as established in § 32-1003(a), the employer shall provide the employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year. The paid leave shall be compensated in accordance with the District minimum wage, as established in § 32-1003(a). … Paid leave under this subchapter shall accrue in accordance with the employer’s established pay period. An individual shall accrue paid leave at the beginning of his or her employment. An employee may begin to access paid leave after 90 days of service with his or her employer. … (1) An absence resulting from a physical or mental illness, injury, or medical condition of the employee;
12 WEEKS
to bond with a new child
6 WEEKS
to care for a family member with a serious health condition
10 WEEKS
to care for your own serious health condition
2 WEEKS
to receive prenatal care … As of October 1, 2026: Maximum leave durations have changed for Medical and Family leave claims. The Maximum Weekly Benefit Amount for all claim types is now $1,100.
These updates take effect October 1, 2026, and affect the number of weeks available under Medical Leave and Family Leave. … Medical Leave | 12 weeks | 10 weeks
Family Leave | 12 weeks | 6 weeks
Weekly Benefit Maximum | $1,190 | $1,100 … Prenatal Leave | Remains 2 weeks. Not affected by this legislative update.
Parental Leave | Remains 12 weeks. Not affected by this legislative update.
Employer contributions | No change. Leave remains fully employer-funded with no payroll deductions from workers.
Wage replacement structure | Sliding scale wage replacement (up to 90%) remains unchanged.