District of Columbia Employment Law

Employers with 11+ employees may not inquire about criminal history until after a conditional offer; rejection based on criminal history must be justified by a "legitimate business reason" using six enumerated factors.

DC's paid sick & safe leave law (above) explicitly permits using accrued paid leave for domestic violence, sexual offenses, or stalking — to seek medical attention, services, counseling, or to relocate.

Employers with 20+ employees must provide up to 16 weeks family leave + 16 weeks medical leave per 24-month period (job-protected, unpaid, runs concurrent with DC Universal Paid Leave benefits).

One of the broadest anti-discrimination statutes in the U.S. — prohibits discrimination across 21+ protected classes including race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity/expression, familial status, family responsibilities, matriculation, political affiliation, source of income, disability, genetic information, place of residence/business, status as victim of intra-family offense, and credit information.

Bans non-compete agreements except for "highly compensated employees" (compensation ≥ $150,000/year, indexed). Bans pre-employment non-competes for lower-wage workers; preserves narrow protections for trade secrets.

Provides up to 12 weeks parental leave, 12 weeks family leave, 12 weeks own medical leave, and 2 weeks prenatal leave per year through state-administered insurance funded by employer payroll tax. Combined cap 12 weeks for non-prenatal categories.

Tiered paid sick leave: 100+ employees → 1 hour per 37 hours worked (max 7 days/year); 25–99 → 1 hour per 43 (max 5 days); under 25 → 1 hour per 87 (max 3 days). Includes "safe leave" for domestic violence, stalking, sexual offenses.

Bans pay-secrecy retaliation; effective June 30, 2024 also requires employers (with 1+ employees) to include salary range and healthcare benefits info in any job posting.

Strengthens DC's wage payment law: 4x liquidated damages for unpaid wages, individual liability for officers and managers, and detailed wage-notice requirements at hire and pay change.

Protects DC government employees and employees of DC contractors/subgrantees from retaliation for disclosing violations of law, gross mismanagement, gross waste, or abuse of authority.

The DC Human Rights Act contains the broadest list of protected classes of any jurisdiction in the United States. It covers all employers regardless of size and includes unique categories such as personal appearance, political affiliation, and matriculation (enrollment in an educational institution). The Act is enforced by the DC Office of Human Rights and provides a private right of action in Superior Court.