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Volume XII, Number 342

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D.C. Paid Leave Law Changes Go Into Effect October 1, 2022

This past July, the Council of the District of Columbia amended its statutory requirements for Universal Paid Leave through the Universal Paid Leave Emergency Amendment Act of 2022 (the “Act”). The amendments made to the D.C. paid leave program by the Act, among other things, increase the maximum duration of paid leave benefits, decrease the employer payroll tax contribution rates, and eliminate the one-week waiting period for individuals to receive benefit payments. The changes were justified by a surplus in the District’s Universal Paid Leave Fund.

As a result of the Act, effective October 1, 2022, the maximum duration for each type of paid leave within a 52-workweek period is as follows:

  • 12 workweeks of qualifying parental leave (increased from 8 weeks)

  • 12 workweeks of qualifying family leave (increased from 6 weeks)

  • 12 workweeks of qualifying medical leave (increased from 6 weeks)

  • 2 workweeks of qualifying pre-natal leave (no change)

In addition, as noted above, the Act eliminated the one-week waiting period that had been in effect since the D.C. Universal Paid Leave program was established.

The changes will also provide some benefit to employers in the form of lower contribution rates. The employer contribution rate to fund leave benefits will decrease from 0.62% to 0.26% of gross wages effective for the quarter beginning July 1, 2022.

Employers should be prepared for the expansion in paid leave benefits, revisit their leave policies, and if necessary, update them to reflect the amendments to D.C.’s Universal Paid Leave law.

© 2022 Proskauer Rose LLP. National Law Review, Volume XII, Number 259
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About this Author

Guy Brenner, Labor Attorney, Proskauer Rose, arbitration proceedings Lawyer
Partner

Guy Brenner is a partner in the Labor & Employment Law Department and co-head of the Non-Compete & Trade Secrets Group. He has extensive experience representing employers in both single-plaintiff and class action matters, as well as in arbitration proceedings. He also regularly assists federal government contractors with the many special employment-related compliance challenges they face.

Guy represents employers in all aspects of employment and labor litigation and counseling, with an emphasis on non-compete and trade secrets issues,...

202-416-6830
Laura M. Fant, Labor & Employment Attorney, Proskauer Law Firm
Associate

Laura M. Fant is an Associate in the Labor & Employment Department, resident in the New York office. She is a member of the Accessibility and Accommodations Practice Group, and frequently counsels on matters involving the Americans with Disabilities Act (ADA) and state public accommodation law, as well as disability accommodation in the workplace. She has experience conducting accessibility audits and providing ADA and accessibility training for clients in a variety of sectors, including retail, sports, and not-for-profit. Her practice also focuses on wage and hour...

212-969-3631
Caroline Libby Labor & Employment Attorney Proskauer Rose Law Firm
Associate

Caroline Libby is an associate in the Labor & Employment Department and a member of the Employment Litigation & Arbitration Group.

212.969.3174
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