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...

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