Universal Paid Leave (UPL)
Paid Family and Medical Leave (PFML)

District of Columbia

District of Columbia Department of Employment Services (“DOES”)

Effective: 07/01/20
Last updated: 01/16/24

State website: www.dc.gov

WEB_1273_123_DC-desktop_946x630.jpg

District of Columbia Universal Paid Leave (DC UPL) Plan Details

Summary:
checkcircle.svg

State or private plan: State plan only. Insurers are not allowed to insure or administer DC PFML.

checkcircle.svg

Mandatory coverage: All private sector District of Columbia employers with one or more employee. This includes any business performing services in the District of Columbia that also pays unemployment insurance taxes for its employees, nonprofit organizations, and household employers that pay unemployment insurance tax. The federal government, District government, or any employer in the District that the District of Columbia cannot tax under federal law or treaty is exempt. Self employed individuals who meet certain criteria may opt into the program.

checkcircle.svg

Waiting period: 0 days.

checkcircle.svg

Benefit duration: Medical Leave: 12 weeks in a 52-week period. Employee can receive up to two additional weeks of medical leave for prenatal care. Family Leave: 12 weeks in a 52-week period for bonding or caring for family member. Total combined maximum: 12 weeks in a 52-week period, plus up to two additional weeks for DC PFML for prenatal care (for a combined total maximum of 14 weeks).

checkcircle.svg

Maximum benefit: $1,118.

 
Coverage details
  • State plan only.

Insurers are not allowed to insure or administer DC PFML.

Covered employers
  • All private sector District of Columbia employers with one or more employee.
    This includes:
    • Any business performing services in the District of Columbia that also pays unemployment insurance (UI) taxes for its employees.
    • Nonprofit organizations.
    • Household employers that pay unemployment insurance tax.
  • A covered employer can be an individual, general contractor, subcontractor, association, corporation, business trust, or another group of persons.
Covered individuals

Employees are generally eligible if they are:

  • Employees of covered employers who spend more than 50% of their work time for that employer working in the District of Columbia during some or all of the 52 weeks immediately preceding a qualifying leave event; or
  • Employees whose employment for a covered employer is based in the District of Columbia, and the employees spend a substantial amount of their work time for that employer in the District of Columbia and not more than 50% of their work time for that employer in another jurisdiction during some or all of the 52 weeks immediately preceding a qualifying leave event; or
  • Paid income for work performed more than 50% of the time in the District of Columbia during some or all of the 52 weeks immediately preceding a qualifying leave event; and the individual is employed by a covered employer at the time of application for paid-leave benefits and has had their wages reported.
  • Self-employed individuals who have earned self-employment income for work performed more than 50% of the time in the District of Columbia during some or all of the 52 weeks immediately preceding a qualifying leave event may opt into the paid-leave program.
Contribution amount

State plan rate:

  • Employers cover the full cost.
  • As of July 1, 2022, employers contribute 0.26% of the wages of covered employees.
Waiting period

None.

Benefit calculation
  • 90% times Employee’s Average Weekly Wage that is equal to or less than 150% of the District’s Minimum Wage (DCMW) multiplied by 40; PLUS
  • 50% times employee’s Average Weekly Wage that is more than 150% of the DCMW multiplied by 40.
Maximum weekly benefit amount

$1,118 per week.

Minimum weekly benefit
amount

None.

Other income amount offsets

None.

  • The District of Columbia does not allow short-term disability insurance policies (regardless of the state issued) to offset with DC PFML benefits.
  • UPL leave types, (i.e., medical, parental and family leave), cannot be collected simultaneously.
  • Unemployment cannot be collected at the same time as UPL.
Maximum duration

Medical leave: 12 weeks in a 52-week period. Employee can receive up to two additional weeks of medical leave for prenatal care.

Family leave: 12 weeks in a 52-week period for bonding or caring for family member.

Total combined maximum: 12 weeks in a 52-week period, plus up to two additional weeks for DC PFML for prenatal care (for a combined total maximum of 14 weeks).

 Frequently Asked Questions

 

 

Symetra Life Insurance Company, 777 108th Avenue NE, Suite 1200, Bellevue, WA 98004.

First Symetra National Life Insurance Company of New York, New York, NY. Mailing address: P.O. Box 34690, Seattle, WA 98124.

Symetra Life Insurance Company is a direct subsidiary of Symetra Financial Corporation. First Symetra National Life Insurance Company of New York is a direct subsidiary of Symetra Life Insurance Company and is an indirect subsidiary of Symetra Financial Corporation (collectively, “Symetra”). Neither Symetra Financial Corporation nor Symetra Life Insurance Company solicits business in the state of New York and they are not authorized to do so. Each company is responsible for its own financial obligations.

Symetra® is a registered service mark of Symetra Life Insurance Company.

Symetra assumes no responsibility for the accuracy or timeliness of any information provided herein. The information contained herein is for informational purposes only and is not legal advice or a substitute for legal counsel. We recommend employers speak with legal counsel specializing in labor and employment law to ensure compliance with applicable PFML and PFL mandates.

The information on this page was updated as of September 2024.