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EspañolWho does this law protect?
This law protects you if you are an employee in Washington, D.C. by requiring your employer to provide you with a certain amount of paid leave. It applies to any employee, not just victims of domestic violence or sexual abuse. The amount of leave that you can get depends on how many people work at your place of employment and how many hours you work. You can use this paid leave for certain activities related to injury, illness, child care, or domestic violence, including getting protection because of domestic violence, stalking, or sexual abuse.1
1 D.C. Code § 32–531.02
How does this law protect me?
Washington, D.C.’s paid leave law protects you by requiring your employer to provide you with paid leave. Although many places of employment already give their employees paid leave, such as vacation days, sick leave, or personal time, some do not. This law requires all employers to provide, at a minimum, the following amount of paid leave. However, employers may choose to provide more. The law requires that:
- If the place where you work has 100 or more employees, your employer must give you at least one hour of paid leave for every 37 hours worked, but not more than seven days per calendar year.
- If your workplace has between 25 and 99 employees, your employer must give you at least one hour of paid leave for every 43 hours worked, but not more than five days per calendar year.
- If your workplace has less than 25 employees, your employer must give you at least one hour of paid leave for every 87 hours worked, but not more than three days per calendar year.1
If you are not allowed to receive overtime payments, your employer only has to give you paid leave for a 40-hour work week even if you work more than forty hours.1
If you or your family member are a victim of domestic violence, stalking, or sexual abuse, the law also protects you by allowing you to use this paid leave for certain abuse-related appointments (and other obligations).2
1 D.C. Code § 32–531.02(a)
2 D.C. Code § 32–531.02(b)
Can I take paid time off of work to deal with matters related to domestic violence, stalking, or sexual abuse?
You can use your paid leave to:
- get yourself medical help or get your family member medical help to recover from a physical or psychological injury or disability caused by domestic violence,stalking, or sexual abuse;
- get services from a victim services organization;
- get psychological or other counseling;
- temporarily or permanently move;
- take legal action, which includes getting ready for or participating in any civil or criminal legal case related to or resulting from the domestic violence, stalking, or sexual abuse; or
- take other actions to increase your or your family members’ physical, psychological, or economic health or safety or to increase the safety of the people who interact (associate) with you or work with you.1
1 D.C. Code § 32–531.02(b)(4)(A)-(F)
What other types of issues can I use my paid time off to handle?
In addition to using your paid leave to handle certain domestic violence-related matters, you can also use your paid leave:
- because of your physical or mental illness, injury, or medical condition;
- to get a professional medical diagnosis or care, or preventive medical care for yourself; or
- to care for a child, a parent, a spouse, domestic partner, or any other family member who has any of the conditions mentioned above or who has the need for diagnosis or care for a mental illness, injury, or medical condition.1
1 D.C. Code § 32–531.02(b)(1)-(3)
Do I need to provide my employer with notice to use my paid leave?
The law does not require that you give your employer a certain amount of notice to use your leave. However, you are expected to make a reasonable effort to schedule to use your paid leave in a way that does not significantly disrupt your employer’s business.1
1 D.C. Code § 32–531.02(C)(4)(d)
