District of Columbia Paid Family Leave

Quick Facts

Benefit cap: Maximum weekly benefit of $1,118 in 2025, calculated using a progressive formula that replaces up to 90% of wages.
Duration: Up to 12 weeks each for parental, family caregiver, and medical leave; up to 2 weeks of prenatal leave. Combined maximum is 12 weeks of parental leave plus 12 weeks of medical leave within a 52-week period, with prenatal leave not counting toward the cap.
Funding: Employer payroll tax of 0.26% (2025 rate) on employees’ wages. Employees do not contribute.
Administration: District of Columbia Department of Employment Services (DOES) Office of Paid Family Leave handles claims through an online portal.

Program Overview

The District’s Universal Paid Leave Amendment Act created a comprehensive paid leave program for workers employed in DC. It covers private-sector employees and self-employed individuals who opt in. The program pays benefits when employees need time off to bond with a child, care for a seriously ill family member, recover from a personal medical condition, or attend prenatal medical appointments.

Benefits are separate from job protection. Workers must coordinate with the DC Family and Medical Leave Act (DCFMLA) or federal FMLA to secure job-protected leave. Employers are required to post notices, inform new hires, and maintain records showing contributions.

Covered Leave Types

Parental leave: Up to 12 weeks to bond with a child within one year of birth, adoption, or foster placement.
Family leave: Up to 12 weeks to care for a family member with a serious health condition. Family includes spouse, domestic partner, child, parent, parent-in-law, legal ward, or someone with whom you have a committed relationship akin to family.
Medical leave: Up to 12 weeks to recover from your own serious health condition.
Prenatal leave: Up to 2 weeks for prenatal appointments, bedrest, or related pregnancy needs.

Eligibility

Covered employment: You must work in DC for a covered employer (generally any business that pays DC unemployment insurance) or be a self-employed individual who elected coverage and paid contributions for at least three consecutive quarters.
Monetary requirement: Earned wages in DC during the base period (last five completed quarters, excluding the most recent quarter).
Qualifying event: Documented parental, family, medical, or prenatal need.
Timely filing: Submit claim within 30 days of the start of leave. Late filings may be accepted for good cause, but benefits can be reduced.

Benefit Calculation

Average weekly wage (AWW): Based on highest quarterly wages during the base period divided by 13.
Benefit amount: 90% of AWW up to 150% of the DC minimum wage, plus 50% of wages above that threshold, capped at $1,118 per week.
Payment frequency: Weekly benefits paid via direct deposit or debit card. DOES typically processes claims within 10 business days after receiving complete documentation.
Intermittent leave: Allowed in single-day increments. Benefits are prorated based on hours of leave taken.

Application Process

Notify employer. Provide written notice at least 10 days before foreseeable leave or as soon as practicable. Employers cannot retaliate but may request documentation.
Create an account on the DC Paid Family Leave portal. Submit personal information, employment details, and leave dates.
Upload documentation. Provide proof of identity, wages, and qualifying event documents (birth certificate, medical certification, etc.).
Employer verification. DOES contacts your employer for wage and leave information. Employers have 10 business days to respond.
Determination. You will receive an approval or denial notice. If approved, begin filing weekly claims for benefit payments.
Weekly certifications. Report hours worked, wages earned, and continued need for leave each week.

Documentation Requirements

Medical certification: For family or medical leave, a healthcare provider must complete the Paid Family Leave Medical Certification, including diagnosis, treatment plan, and expected duration.
Parental proof: Birth certificate, adoption order, foster placement agreement, or hospital documentation.
Prenatal documentation: Statement from healthcare provider indicating prenatal services, dates, and necessity.
Identity verification: Government-issued ID, Social Security card, or other accepted documents.

Job Protection

DC Paid Family Leave benefits do not guarantee job protection. Job security may come from DCFMLA (applies to employers with 20 or more employees and workers employed for one year with 1,000 hours) or FMLA (50+ employees, 12 months employment, 1,250 hours). Always coordinate with your employer to ensure your position is protected. Document requests for DCFMLA or FMLA coverage in writing.

Coordination with Other Benefits

Short-term disability: You cannot receive DC Paid Family Leave and employer-provided disability benefits for the same hours unless the combined amount is less than your usual wages.
Paid time off: Employers may allow or require use of PTO to supplement benefits up to 100% of wages. Confirm policies in writing.
Unemployment insurance: Not payable while receiving paid leave benefits.
Workers’ compensation: If you receive temporary disability benefits, you may be ineligible for DC Paid Family Leave during the same period.

Strategies for Maximizing Benefits

Plan ahead. Submit documentation early to avoid delays, especially for parental leave where documents are predictable.
Coordinate job protection. File DCFMLA/FMLA paperwork at the same time as your paid leave claim to secure reinstatement rights.
Maintain accurate records. Track leave dates, hours missed, and payments. Use the portal’s download features to save statements.
Communicate with employer. Keep HR informed of approvals, schedules, and any changes to prevent misunderstandings.
Review tax implications. Benefits are subject to federal and DC income tax. Elect withholding if desired.

Common Pitfalls

Late filing: Missing the 30-day window can reduce benefits. File as soon as leave starts, even if documentation is pending.
Incomplete medical forms: Ensure providers include diagnosis codes, duration, and signatures. Upload legible copies.
Not reporting work hours: If you work part of a week, report hours to avoid overpayments.
Assuming coverage as a commuter: The program covers work performed in DC, regardless of residence. Commuters are eligible if payroll taxes were paid to DC.

Appeals Process

If denied, you may file a request for reconsideration within 10 calendar days (15 if mailed). Provide additional documentation or explanations. If still denied, request a hearing with the Office of Administrative Hearings within 15 days. Further appeals go to the District of Columbia Court of Appeals.

Example Scenarios

Parental leave: Kim works in DC and welcomed a baby in January. She filed her claim within 10 days using hospital documents. She received 12 weeks of parental benefits at $1,000 per week and coordinated FMLA for job protection.
Family caregiver: Andre cared for his father after surgery. The surgeon completed the medical certification, authorizing eight weeks of leave. Andre filed weekly certifications noting any hours worked remotely.
Prenatal leave: Sasha needed bedrest during pregnancy. Her provider certified two weeks of prenatal leave before birth, followed by 12 weeks of parental leave.

Resources

Advanced Tips

Self-employed coverage: Opt in by registering and paying contributions quarterly. Coverage becomes effective after paying for three consecutive quarters.
Benefit stacking: Combine prenatal leave with parental leave to maximize total weeks.
Budgeting: Estimate your benefit using DOES’s calculator and adjust expenses for reduced pay.
Recordkeeping for taxes: Save 1099-G forms and benefit statements for tax filing.