DC Universal Paid Leave Act (UPLA) & DC FMLA

The DC Universal Paid Leave Act (UPLA) is one of the most generous paid leave programs in the country. Funded entirely by employers through a 0.75% payroll tax, it covers all private-sector employees working in the District, regardless of employer size. Since its October 2022 expansion, UPLA provides up to 12 weeks each of paid parental leave, paid family leave, and paid medical leave per year. Benefits are calculated at 90% of average weekly wages up to $1,190 per week, and 50% of wages above that threshold. UPLA also provides up to 2 weeks of paid prenatal leave for pregnant workers, which can be combined with parental leave for up to 14 weeks total. Unlike many state programs, there is no employee contribution and no minimum tenure requirement. There is no waiting period before benefits begin.

Covered family members include your child (biological, adopted, foster, stepchild, or child for whom you stand in loco parentis), parent (including in-laws, foster parents, guardians, or persons who stood in loco parentis), spouse or domestic partner, grandparent, and sibling.

Separate from UPLA’s wage replacement, the DC Family and Medical Leave Act (DC FMLA) provides job protection for employees of employers with 20 or more employees. It grants up to 16 weeks of family leave and 16 weeks of medical leave within a 24-month period—significantly more generous than the federal FMLA’s 12 weeks. DC FMLA requires 12 months of employment and at least 1,000 hours worked. DC FMLA leave is unpaid, but employees can layer it with UPLA benefits to receive both wage replacement and the guarantee of returning to their job. Your employer must maintain your group health insurance during DC FMLA leave on the same terms as if you were still working.

The DC Human Rights Act (DCHRA) provides the District’s broadest anti-discrimination framework, covering employers with just one or more employees. It prohibits discrimination based on an exceptionally wide range of protected characteristics, including disability, mental health status, personal appearance, matriculation, family responsibilities, and political affiliation—categories not protected under federal law. The DC Office of Human Rights (OHR) enforces the DCHRA and investigates complaints of workplace discrimination, including denial of leave or retaliation for taking leave.

DC also requires employers to provide paid sick leave under the Accrued Sick and Safe Leave Act. The amount of leave depends on employer size: employers with 100+ employees must provide 7 days per year, those with 25–99 employees must provide 5 days, and those with fewer than 25 employees must provide 3 days. This leave can be used for an employee’s own illness, to care for a family member, or for reasons related to domestic violence or sexual abuse (safe leave).