DC Reduces Paid Family Leave Benefits

Mandatory Change: Employers in the District of Columbia must replace their current labor law poster to remain compliant. Our All In One Poster includes the updated required notices in one convenient format.

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What Employers Need to Know

The District of Columbia Department of Employment Services (DOES) has released an updated Paid Family Leave Notice to Employees. The revised notice reflects benefit reductions under the Fiscal Year 2027 Budget Support Act of 2026, which took effect October 1, 2026. All covered employers must post the updated notice, and our District of Columbia poster includes it in both English and Spanish.

What Changed

• Family leave to care for a family member reduced from 12 weeks to 6 weeks in a year
• Medical leave for an employee's own serious health condition reduced from 12 weeks to 10 weeks in a year
• Maximum weekly benefit amount reduced from $1,190 to $1,100
• New statement added requiring all covered employers to display the notice in a conspicuous location at each worksite location
• Parental leave remains at 12 weeks and prenatal leave remains at 2 weeks

Employers should replace the previous notice (OPFL EE Rev. 10/2025) with the updated version (OPFL EE Rev. 10/2026) and review any leave policies or employee handbooks that still list the old leave limits or benefit amount.

Key Details Included in the Notice

The updated notice explains how the DC Paid Family Leave program works and what covered employees are entitled to, including:

• Four types of paid leave: parental leave (up to 12 weeks), family leave (up to 6 weeks), medical leave (up to 10 weeks), and prenatal leave (up to 2 weeks) in a year
• A combined maximum of 12 weeks per year for parental, family, and medical leave, or up to 14 weeks for pregnant workers who also take prenatal leave
• A current maximum weekly benefit of $1,100, based on the wages employers report to DOES
• The right to provide proof of correct wages if an employee believes their wages were reported incorrectly
• Employees should apply for benefits no more than 30 days after a qualifying event
• Employers must inform employees about the program at the time of hire, at least once a year, and when an employee requests leave that may qualify

The notice also reminds employees that retaliation by a covered employer for requesting, applying for, or using paid leave benefits is prohibited, and that employees may file a complaint with the DC Office of Human Rights (OHR) if they believe they have been retaliated against. Employees who work for a covered employer with fewer than 20 employees are not entitled to job protection when taking paid leave under the Act.

Other Workplace Posting Requirements

• Check our Poster Update Log for the District of Columbia poster to review this update and track other recent District of Columbia labor law poster changes in the Poster Content section.

Where Can I Find More Information?

All In One Poster Company provides updated, compliant labor law posters for all 50 states, helping employers stay confident their workplace postings meet current requirements. Learn more by visiting our website: www.allinoneposters.com

Visit the DC Office of Paid Family Leave for more information, or visit the DC Office of Human Rights to file a complaint.