D.C. Reduces Available Family and Medical Leave Benefits Beginning October 1, 2026

Executive Summary

The District of Columbia has enacted amendments to its Universal Paid Leave Act (UPLA), resulting in a temporary reduction of available paid family leave and paid medical leave benefits under the District’s Paid Family Leave program. The changes take effect for claims filed between October 1, 2026, and September 30, 2030. During this period, family leave benefits will be reduced from 12 weeks to 6 weeks, and medical leave benefits will be reduced from 12 weeks to 10 weeks. Parental leave and prenatal leave benefits remain unchanged.

Employers with employees working in the District of Columbia should review leave policies, employee communications, and leave administration procedures to ensure they accurately reflect the revised benefit structure.

Background

The District of Columbia’s Paid Family Leave program provides wage replacement benefits to eligible workers who need time away from work for qualifying family, medical, parental, or prenatal reasons. Historically, the program has provided:

• 12 weeks of parental leave
• 12 weeks of family leave
• 12 weeks of medical leave
• 2 weeks of prenatal leave

In 2026, the D.C. Council approved legislation reducing certain benefits as part of broader budget and funding changes affecting the Universal Paid Leave program.

What Is Changing?

Effective October 1, 2026 through September 30, 2030

The District will provide the following maximum paid leave entitlements:

The legislation also establishes a maximum weekly benefit amount of $1,100 for 2026, subject to future adjustments. The amendments include additional provisions addressing program funding and administration.

Restoration of Benefits in 2030

Under the legislation, the reductions are temporary. For claims filed on or after October 1, 2030, the available benefits are scheduled to return to their prior levels.

Impact on Employers

Although D.C. Paid Family Leave benefits are administered by the District rather than directly by employers, employers should evaluate how the reduced benefit durations may affect absence management practices and employee communications.

Particular attention should be given to employees who:

• Need time off to care for a family member with a serious health condition
• Require extended leave for their own serious health condition
• May transition between D.C. Paid Family Leave, FMLA leave, employer-sponsored leave programs, disability benefits, or other protected leave entitlements

Because the Paid Family Leave benefit duration may no longer align with the amount of protected leave available under federal or employer-sponsored programs, employers should ensure that employees clearly understand the distinction between wage replacement benefits and job-protected leave. This distinction may become increasingly important as employees exhaust D.C. benefit payments before exhausting available protected leave entitlements.

Recommended Employer Actions

Employers with covered D.C. employees should consider the following steps:

1. Review Leave Policies: Review family and medical leave policies, employee handbooks, and leave administration materials to ensure references to D.C. Paid Family Leave accurately reflect the revised benefit durations.
2. Update Employee Communications:Communicate the changes to employees who may be planning future leaves and ensure employees understand the new benefit limits effective October 1, 2026.
3. Monitor Agency Guidance:  Watch for updated notices, posters, and guidance issued by the D.C. Department of Employment Services regarding implementation of the revised benefit structure.
4. Coordinate Leave Administration: Review procedures for coordinating D.C. Paid Family Leave with:
   • Family and Medical Leave Act (FMLA) leave
   • Employer-provided paid leave benefits
   • Short-term disability programs
   • Other applicable state and local leave requirements