In 2025, the District of Columbia (D.C.) offers a robust set of leave laws and holidays that protect the rights of its workers while ensuring fair labor practices. District of Columbia leave laws stands out with its comprehensive regulations, which include paid family leave, sick leave, and various other leave entitlements for employees. District of Columbia leave laws help foster a healthier work-life balance and ensure employees can manage personal or family needs without fear of losing their jobs. With the help of tools like Day Off, tracking and managing these leave policies becomes easier for both employers and employees. Additionally, the District observes both federal and local holidays, granting workers time off to celebrate significant cultural and national events. This article will explore the leave laws and holiday schedules in D.C. for 2025, highlighting important changes and rights employees should be aware of.
Paid Time Off (PTO) in the District of Columbia
Leave Quota
In the District of Columbia leave laws, private employers typically establish their own Paid Time Off (PTO) policies. While there are no specific mandates from the District of Columbia government regarding a required PTO quota, many employers offer a set number of PTO days based on years of service or job role. Employers must communicate their PTO policies to employees, ensuring transparency regarding leave entitlements.
Rückstellung
PTO accrual in the District of Columbia often depends on company policy. A common practice is for employees to accrue PTO on a monthly or per-pay-period basis, which allows them to gradually earn leave over time. For example, an employer might offer employees 15 days of PTO per year, accruing at a rate of 1.25 days per month. Accrual policies should be clearly outlined in the employee handbook.
Rollover
District of Columbia law does not require employers to allow employees to carry over unused PTO from one year to the next. However, many employers provide a rollover policy as a benefit to their employees. Rollover provisions can vary, with some employers allowing employees to roll over a portion of unused PTO, while others may limit the total amount that can be carried over. Some companies may also implement a “use-it-or-lose-it” policy, requiring employees to use their PTO by the end of the year or forfeit it.
Payment of Accrued, Unused Vacation on Termination
In the District of Columbia, employers are required to pay out accrued, unused vacation time upon an employee’s termination if the company’s policy or employment contract provides for it. If the employer has a clear policy that vacation time will not be paid out at termination, they may not be obligated to do so. Therefore, it is essential for employees to review their company’s PTO policy to understand whether they are entitled to a payout of unused leave at the end of their employment.
Sick Leave in the District of Columbia
Overview of the Accrued Sick and Safe Leave Act (ASSLA)
Washington, D.C.’s sick leave laws are primarily governed by the Accrued Sick and Safe Leave Act (ASSLA), which requires employers to provide paid leave to employees for various health and safety-related reasons. The Act covers all employees who work in the District, with accrual rates based on the size of the employer.
Employer Requirements by Size
- Employers with 100+ employees: Must provide 1 hour of paid leave for every 37 hours worked, up to a maximum of 7 days (56 hours) of paid leave per year.
- Employers with 25 to 99 employees: Must provide 1 hour of paid leave for every 43 hours worked, up to a maximum of 5 days (40 hours) of paid leave per year.
- Employers with 24 or fewer employees: Must provide 1 hour of paid leave for every 87 hours worked, up to a maximum of 3 days (24 hours) of paid leave per year.
Eligible Uses of Sick Leave
Under ASSLA, employees may use accrued sick leave for:
- Personal illness, injury, or health condition.
- Medical care, diagnosis, or preventive care for themselves or a family member.
- Caring for a family member who is ill or requires medical attention.
- Domestic violence or abuse: Seeking medical care, counseling, legal assistance, or relocation for the employee or a family member who has been a victim of domestic violence or sexual abuse.
Definition of Family Members
The District of Columbia has a broad definition of “family members” for the purposes of sick leave:
- Spouses
- Domestic partners
- Children (including biological, adopted, or foster children)
- Parents (including step-parents and legal guardians)
- Siblings
- Grandchildren
- Grandparents
Accrual and Carryover
- Sick leave begins accruing on the first day of employment but cannot be used until the employee has completed 90 days of service.
- Unused sick leave can carry over to the next year, but the yearly caps on the number of sick leave days apply (based on employer size).
- Employers are not required to pay out accrued, unused sick leave upon an employee’s separation from the company.
Enforcement and Penalties
The Department of Employment Services (DOES) enforces ASSLA. Employers who fail to comply with the Act may be subject to penalties, including:
- Payment of back wages to affected employees.
- Fines for each violation.
- Additional damages up to three times the amount of unpaid wages.
Documentation and Notice Requirements
- Employees are required to notify employers as soon as possible when using sick leave for foreseeable reasons, such as a planned medical appointment.
- Employers may request reasonable documentation (e.g., a doctor’s note) for sick leave used for three or more consecutive days.
- Employers cannot require an employee to find a replacement worker as a condition of using sick leave.
Safe Leave Provisions
The “safe leave” aspect of the law allows employees to take time off for issues related to domestic violence, sexual assault, or stalking. Employees can use safe leave to:
- Seek medical attention for injuries.
- Obtain services from a victim services organization.
- Relocate temporarily.
- Seek legal advice or attend court proceedings.
Employer Exemptions
- The law does not apply to independent contractors, work-study students, or healthcare workers who are compensated based on the number of patients they see (i.e., per visit).
Interaction with Federal and Other Local Leave Laws
In some instances, the federal Family and Medical Leave Act (FMLA) or District-specific family leave laws might provide additional protections or leave benefits beyond those mandated by ASSLA. For instance:
- If an employee is eligible for FMLA, they may use their accrued paid sick leave concurrently with FMLA leave.
Maternity, Paternity and FMLA in the District of Columbia
Federal Laws
Under the Family and Medical Leave Act (FMLA), eligible employees across the United States, including the District of Columbia, are entitled to up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. This includes maternity and paternity leave for the birth and care of a newborn child, adoption, or foster care placement.
Key FMLA provisions for maternity and paternity leave include:
- Employees can take up to 12 weeks of unpaid leave in a 12-month period.
- The leave is job-protected, meaning employees are entitled to return to the same or an equivalent position after the leave period.
- Health insurance benefits must continue during the leave under the same terms as if the employee were still working.
To qualify for FMLA leave, employees must:
- Work for a covered employer (generally one with 50 or more employees).
- Have worked for the employer for at least 12 months.
- Have completed at least 1,250 hours of work in the 12 months prior to the leave.
While FMLA provides job protection, it does not mandate paid leave. However, employees may choose to use any accrued paid leave, such as vacation or sick leave, concurrently with FMLA.
Additional State Laws
The District of Columbia offers additional maternity and paternity leave benefits through the Paid Family Leave (PFL) program, which provides paid leave for eligible employees. Under the PFL program, eligible workers are entitled to:
- Up to 8 weeks of paid leave for parental bonding following the birth, adoption, or foster placement of a child.
- This leave is paid, with the benefit amount based on the employee’s wages and capped at a maximum weekly benefit.
The Paid Family Leave program complements FMLA by providing paid time off, which FMLA does not guarantee. Unlike FMLA, there are no specific size requirements for employers under the District’s PFL program. Employees are eligible based on their wage contributions to the program, even if they work for smaller employers.
Additionally, under D.C.’s Human Rights Act, employees are protected against discrimination based on pregnancy, childbirth, or related conditions. Employers are required to make reasonable accommodations for pregnant employees, including modified work duties or time off, and it’s unlawful for employers to retaliate against employees who request these accommodations.
Bereavement Leave in the District of Columbia
In 2025, the District of Columbia does not have a specific law that mandates bereavement leave for private sector employees. However, many employers voluntarily provide bereavement leave as part of their benefits package, typically offering a few days of paid or unpaid leave to allow employees to grieve and attend funeral services. Public sector employees in D.C. may have different provisions based on government regulations. Employers are encouraged to clearly outline their bereavement leave policies in employee handbooks, including the number of days allowed and whether the leave is paid or unpaid. Employees are advised to review their company’s specific policies for bereavement leave.
Jury Duty Leave in the District of Columbia
In 2025, the District of Columbia requires employers to provide jury duty leave for employees who are summoned to serve as jurors. While employers are legally required to allow time off for jury service, they are not obligated to provide paid leave during this time. However, some employers may offer paid jury duty leave as part of their benefits. Employees must notify their employer upon receiving a jury summons and may need to provide proof of service. D.C. law protects employees from retaliation or job termination due to fulfilling their civic duty of jury service.
Military Leave in the District of Columbia
In 2025, military leave in the District of Columbia is governed by both federal and state laws. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are members of the military, including the National Guard and Reserves, are entitled to unpaid leave for military service and are guaranteed reemployment upon return from duty, with protection against discrimination. Additionally, D.C. law aligns with these federal protections, ensuring that employees who serve in the military are entitled to return to their jobs without loss of benefits or seniority. Employers are required to allow military leave, but they are not mandated to provide paid leave unless it is part of the company’s benefits policy. Some public sector employees may receive paid leave for certain types of military service under local government regulations.
Voting Leave in the District of Columbia
In 2025, the District of Columbia leave laws ensures that employees have the right to take time off from work to vote in elections. D.C. law requires employers to provide up to two hours of paid leave for employees to vote if their work schedule does not allow sufficient time to vote during polling hours. Employees must notify their employer in advance if they need to take voting leave. Employers are prohibited from retaliating against employees who take time off to vote, and employees cannot be penalized for exercising their right to vote. This law ensures that all workers have the opportunity to participate in the electoral process without sacrificing their pay or job security.
The District of Columbia State Holidays in 2025
In 2025, the District of Columbia recognizes several public holidays, many of which are aligned with federal holidays.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Emancipation Day (DC Only)
Memorial Day
Juneteenth National Independence Day
Independence Day
Labor Day
Columbus Day/Indigenous Peoples’ Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Wednesday, April 16, 2025
Monday, May 26, 2025
Thursday, June 19, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Monday, October 13, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Thursday, December 25, 2025