The Scoop

District of Columbia Laws

Discover important state and local employment laws for District of Columbia.
Share
Published: Apr 19, 2024

Washington D.C. One Step Closer to Pay Transparency

Washington D.C. One Step Closer to Pay Transparency
Share
Update Effective: June 30, 2024

On January 12, District of Columbia Mayor Muriel Bowser signed legislation requiring employers to disclose salary ranges in all job listings and position descriptions advertised. 

The Wage Transparency Omnibus Amendment Act of 2023 would require employers with at least one employee in D.C. to disclose wage ranges in job postings and job descriptions advertised internally and externally. Some other components of the Act include requiring employers to note the existence of any healthcare benefits before the first interview of any job applicant as well as posting a notice alerting employees to their rights in a conspicuous place where employees can easily access it.    

The Act is set to undergo a 30-day Congressional review. If it passes, the Act will take effect on June 30, 2024. Employers should update their job advertisements and postings, consider revising their standard operating procedures for interviewing candidates, and train stakeholders to ensure compliance with the new amendment if passed.

Update 4/18/24: Since the date of this posting, the 30-day review period during which Congress could reject the Act concluded without action being taken. As a result, the Act will become effective on June 30, 2024.

Read More
Published: Nov 10, 2022

Washington, D.C. Bans Non-Competes for Private Employers

Washington, D.C. Bans Non-Competes for Private Employers
Share
Update Effective: October 1, 2022

In February 2021, we introduced the proposed ban on non-competes in Washington, D.C. As of October 1, 2022, D.C. has now banned private employers from entering into non-compete agreements. This newly enacted law clarifies that the ban will only affect certain employees who earn less than $150,000 in total compensation and outlines that the definition of total compensation includes salary, commission, unrestricted stocks, and overtime specifically. The ban also specifies that employers may still utilize confidentiality and anti-poaching agreements. Employers are encouraged to revisit their existing policies and employment agreements in partnership with their legal counsel to ensure compliance.

Read More
Published: Oct 13, 2022

District of Columbia Expands Coverage for Anti-Discrimination Protections

District of Columbia Expands Coverage for Anti-Discrimination Protections
Share
Update Effective: October 1, 2022

The District of Columbia expanded anti-discrimination protections to include ‘homeless status’ as a protected characteristic, extend anti-discrimination protections to independent contractors and unpaid interns, and broaden the definition of behavior that can be considered to qualify as harassment. Employers in the District should review and update their anti-harassment and discrimination policies to include these expanded definitions and protected classes.

Read More
Published: Jul 14, 2022

Increased Benefits Available under DC Paid Family Leave

Increased Benefits Available under DC Paid Family Leave
Share
Update Effective: Various

Last October we discussed amendments made to D.C.’s Universal Paid Leave Act (UPLA) which was expanded to include an additional two weeks of leave. In June 2022, the law was further amended to increase the number of weeks of leave to 12 or 14 in specific qualifying circumstances for birthing parents. The additional leave allotments will be effective October 1, 2022.

Employers should also note that the law has two additional provisions already in effect – DC will no longer require a one-week waiting period before payment begins for new claims, and employer contributions to the program will be reduced.

Read More
Published: Oct 14, 2021

DC PFL and DC FMLA Expansions

DC PFL and DC FMLA Expansions
Share
Update Effective: October 1, 2021

The District’s Universal Paid Leave Act (UPLA) has been amended to include an additional two weeks of Paid Family Leave for prenatal care. This additional paid benefit will extend through October 1, 2022. The District’s Family and Medical Leave Act (DCFMLA) has also been amended to extend eligibility requirements to employees who have worked for their employer for at least 1,000 hours within the last seven years.

Read More
Published: Feb 11, 2021

Update 9/16/21: New effective date for D.C.'s Ban on Non-Compete Agreements Amendment Act of 2020

Update 9/16/21: New effective date for D.C.'s Ban on Non-Compete Agreements Amendment Act of 2020
Share
Update Effective: April 1, 2022

In early 2021, Mayor Bowser signed an act that will ban private employers in D.C. from requiring workers to enter into non-compete agreements. Once effective, the act will nullify non-compete agreements entered into after the effective date, but it will not retroactively apply to existing agreements. Furthermore, the act will extend to non-compete bans during employment, commonly referred to as “anti-moonlighting” policies. Employers should monitor this development for further guidance.

Read More
Published: Sep 17, 2020

Paid and Unpaid COVID-19 Leave

Paid and Unpaid COVID-19 Leave
Share
Update Effective: Immediately

D.C. has passed legislation that temporarily amends existing leave laws to include COVID-19-related leave for the duration of the COVID-19 public health emergency. With limited exceptions, employers with between 50 and 499 employees must allow eligible employees to take additional COVID-19-related leave as part of the temporarily expanded D.C. Family and Medical Leave and/or D.C. Accrued Sick and Safe Leave.

Read More
Published: Jun 15, 2020

District of Columbia Paid Family Leave Benefits

District of Columbia Paid Family Leave Benefits
Share
Update Effective: July 1, 2020

As previously covered in The Scoop, beginning on July 1, the District of Columbia will begin administering paid family leave benefits for eligible employees. Paid Family Leave is a district-mandated insurance program designed to provide designated partially paid leave to employees for the purpose of giving or receiving care.

Read More
Published: Jan 16, 2020

(District of Columbia) DC PFL Employee Notice Requirement

(District of Columbia) DC PFL Employee Notice Requirement
Share
Update Effective: February 1, 2020

All DC employers are required to post the employee PFL notice at their worksites by February 1, 2020. In addition, after February 1, this notice must be provided, in electronic or physical form, to all employees at the time of hire, and on an annual basis, and to individual employees when a qualifying reason for leave is brought to the employer’s attention.

Justworks customers utilizing our compliance poster service will receive the updated notice to cover the posting requirement.

Read More

Need employment law & compliance support?

We've got your back with The Scoop, a monthly newsletter you can subscribe to for the latest compliance updates.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.
Ebook

Download our free ebook

Scale your business and build your team — no matter which way it grows. Access the tools, perks, and resources to help you stay compliant and grow in all 50 states.

Download
Kindle