State Update Overview
| Date Updated | October 2022 |
| Labor Law Update | The District of Columbia Paid Family Leave and Family & Medical Leave Act; federal EEO workplace discrimination laws |
| What Changed | Expanded benefits and new information; revised federal poster |
| Mandatory or Non-Mandatory | Mandatory |
| Updated Poster | District of Columbia Labor Law Poster |
In October 2022, the District of Columbia Department of Employment Services published a revised Notice to Employees regarding information on paid family leave. The revised notice includes expanded benefits and additional information about the Universal Paid Leave Act.
District of Columbia Paid Family Leave Law Update
- Expanded paid leave benefits of up to 12 weeks in a year for parental, family, and medical leave
- Maximum leave entitlement for any combination of parental, family, and medical leave is 12 weeks
- Maximum leave entitlement for pregnant women expanded to include 2 weeks of prenatal leave while pregnant and 12 weeks of parental leave after giving birth, for a maximum of 14 weeks
- Maximum weekly benefit amount increased to $1,049
- New information added regarding employee protections under laws and regulations administered by the District’s Office of Human Rights
- New information added regarding notification requirements under the Universal Paid Leave Act
In November 2022, the District of Columbia Office of Human Rights published a revised DC Family and Medical Leave Act poster. The updated poster provides new information and clarification about the DCFMLA.
District of Columbia Family and Medical Leave Act Update
- Newly added information that under the DCFMLA employers are not required to pay for leave under the law, except that employees may use accrued leave and where applicable, for private sector, payment under the Universal Paid Leave Act, and for DC government employees, payment under the Paid Family Leave Act.
- Clarification of employee eligibility specifically that an employee is eligible under the Act if he or she has been employed by the employer for at least 12 consecutive or non-consecutive months in the seven years immediately preceding the start of the family or medical leave, and worked at least 1,000 hours during these 12 months.
Federal Equal Employment Opportunity Commission Workplace Discrimination Law Update
- Revised poster includes additional information regarding who is protected, covered organizations, types of illegal employment discrimination, and types of employment practices that can be challenged as discriminatory.
- Clarified process to file a discrimination complaint through the EEOC including updated websites and new phone number
- Added QR code
- Newly added information for the federal Department of Labor’s Office of Federal Contract Compliance Program and coverage of employees of a company with a federal contract or subcontract
- Clarified process to report a contractor who has violated its nondiscrimination or affirmative action obligations under OFCCP’s authorities
- Added access information for telecommunications relay services
District of Columbia & Federal Labor Law Poster Update
All businesses within the District of Columbia must post the Notice to Employees: Information on Paid Family Leave, DC Family and Medical Leave Act, and EEOC Know Your Rights: Workplace Discrimination is Illegal posters along with other state-mandated posting requirements where it is sufficiently accessible and viewable to all employees. This change has been reflected in our District of Columbia & Federal Labor Law Poster and does require an immediate mandatory update. Failure to meet compliance requirements and display the updated poster could result in fines.
Order the District of Columbia Labor Law Poster to immediately include this required update.
