D.C. employers should review their employee notices, leave policies, and potentially private benefit plans following changes to the District’s Paid Family Leave program that took effect October 1, 2026. The changes reduce the maximum duration of family caregiving and medical leave benefits, as well as the maximum weekly benefit amount.
The D.C. Council adopted the changes as part of the Fiscal Year 2027 budget. Beginning October 1, employees became eligible for the following reduced benefits:
- Family caregiving: The maximum benefit has been reduced from 12 weeks to 6 weeks for employees taking leave to care for a family member; and
- Employee’s serious health condition: The maximum benefit has been reduced from 12 weeks to 10 weeks for employees taking leave for theirown serious health condition.
In addition, the DC Council reduced the maximum weekly benefit amount that an employee can receive under the program from $1,190 to $1,100.
The benefits available for prenatal care (2 weeks) and parental leave (12 weeks) remain unchanged. Likewise, the employer contribution rate has not changed.
Practically Speaking, What Does This Mean for D.C. Employers?
From a practical standpoint, the reduced D.C. Paid Family Leave benefits may create coverage gaps for employees who require extended medical treatment or provide long-term care to a family member. D.C. employers should update employee notices, handbooks, paid leave policies, and other materials that describe D.C. Paid Family Leave benefits so they accurately state the revised benefit durations and maximum weekly benefit amount.
In addition, employers should consider how this will affect employer-provided paid leave benefits and overall leave planning. Employers who previously provided employees with leave benefits that make up the difference between DC paid family benefits and the employee’s wages should consider whether they want to continue to provide these benefits, potentially in increased amounts.
What D.C. Employers Should Do in Response to the Paid Family Leave Changes
- Communicate the Changes to Employees. Employees planning for future leave may still expect to receive up to 12 weeks of paid family leave benefits for their own serious health conditions and to care for a family member. Employers should proactively communicate these changes to help employees understand their available benefits and avoid confusion when leave requests arise.
- Post the Updated Employee Notice. DC law requires employers to post a paid family leave notice at each worksite in a conspicuous location and to distribute it to all employees annually, upon hire, and when employees request leave that could qualify for benefits under the Paid Family Leave program. A revised notice reflecting the changes to the program is available here.
- Review Leave Policies. Employers should review employee handbooks, leave policies, and related procedures to ensure they accurately reflect the revised benefit durations and maximum weekly benefit amount.
- Evaluate Potential Coverage Gaps. Because employees may exhaust paid family leave benefits sooner, employers should consider whether other available benefits, such as employer-provided paid leave or short-term disability coverage, can be adjusted to help address any resulting gaps in income replacement or leave coverage.
When do the 2026 D.C. Paid Family Leave changes take effect?
The reduced family caregiving leave, medical leave, and maximum weekly benefit amount apply beginning October 1, 2026.
D.C. employers with questions about the October 1, 2026, Paid Family Leave changes should consult employment counsel regarding updates to employee notices, handbooks, leave policies, and coordination with employer-provided paid leave and disability benefits.
