EMPLOYMENT LAW NEWS
Reminder: DC Paid Family Leave Changes Take Effect Oct. 1, 2026
By Dana Holle, GovDocs Counsel and Manager Employment Law and Compliance
October 1, 2026
As of Oct. 1, 2026, D.C. has temporarily reduced Paid Family Leave durations and the maximum weekly benefit through 2030, so employers should notify D.C. employees and update related policies and handbooks.
Starting today, Oct. 1, 2026, changes to maximum leave durations under Washington D.C.’s Paid Family Leave program take effect, along with a lower maximum weekly benefit.
Background
This summer, the D.C. Council passed the Fiscal Year 2027 Budget Support Act of 2026 (B26-0661, pp. 80-82) and Fiscal Year 2027 Budget Support Emergency Act of 2026 (B26-0724, pp. 80-82), which temporarily amend the DC Paid Family Leave program.
What Changed?
The amendments reduce the number of weeks available when taking medical leave or family leave and lower the maximum weekly benefit. The following changes apply to claims filed on or after Oct. 1, 2026:
Benefit Type |
Previous |
New (as of Oct. 1, 2026) |
Medical Leave |
12 weeks |
10 weeks |
Family Leave |
12 weeks |
6 weeks |
Maximum Weekly Benefit |
$1,190 |
$1,100 |
Beginning in 2027, the maximum weekly benefit may increase each Oct. 1 based on the Consumer Price Index for All Urban Consumers in the Washington-Baltimore Metropolitan area, rounded to the nearest dollar. However, the District’s Chief Financial Officer must first certify the Universal Paid Leave Fund has sufficient funds.
Medical leave and family leave return to 12 weeks for claims filed on or after Oct. 1, 2030.
Prenatal and parental leave are not affected and remain at 2 weeks and 12 weeks, respectively. Employer contributions also remain unchanged, so the program stays fully funded by employers. The wage replacement structure of up to 90% stays the same as well.
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Conclusion
While paid leave programs across the United States have steadily expanded, D.C. has taken a step in the opposite direction by significantly reducing benefits under an existing paid family and medical leave program. Although the reductions are temporary, employers should notify D.C. employees of the changes and update any related policies, handbooks, training, and procedures.
This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.
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