Washington, D.C. adopts a worker-forward labor framework that avoids right-to-work rules while emphasizing wage transparency and robust civil rights protections, such as paid sick and family leave, limits on non-compete agreements, and other District-specific hiring and pay practices.
When it comes to talent and workforce management, D.C.-based employers need to comply with the following state employment laws:
The below information was last updated November 4, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to U.S. labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Washington D.C. currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), D.C. can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| D.C. Minimum Wage | Washington D.C. uses its own minimum wage rate of $17.95, including a tipped minimum wage rate of $10.00 for employees who earn tips with their base pay. |
| D.C. Overtime Pay Laws | According to D.C. Code § 32-1003(c), overtime pay in Washington D.C. is calculated at 1.5 times the employee’s regular pay rate when working over 40 hours a week. |
| D.C. Pay Equity Law | Under D.C. Code § 2-1401.01 no employer in Washington D.C. can discriminate by reason of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, sealed eviction record, status as a victim of an intrafamily offense, place of residence or business, status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, and homeless status. |
| D.C. Pay Transparency Law | In December 2023, Washington D.C. passed the Wage Transparency Omnibus Amendment Act of 2023 and joined 15 states in having pay transparency laws. D.C. Law 25-138 now requires employers to include the projected pay range in all job listings, disclose healthcare benefits to applicants before the first interview, and prohibit employers from asking about a candidate's wage history. |
| D.C. Final Paycheck Law | In Washington D.C., employees who voluntarily resign from a job must receive their final paycheck by the next regular payday or within 7 days of the separation, whichever is earlier. Involuntarily terminated employees must receive their final paycheck by the next working day. |
| D.C. PTO Payout Laws | Washington D.C. currently requires employers to pay out unused vacation time if the employer provides vacation time as part of the employee compensation and if there is no agreement to the contrary. It does not, however, have any regulations regarding the use of "use-it-or-lose-it" policies. |
| D.C. Paid Sick Leave (PSL) | D.C. Code Title 32 Chapter 1A requires employers to provide employees with up to 24, 40, or 56 hours of paid, protected sick and safe leave (depending upon employer size). Employer is defined as any entity directly or indirectly employing or exercising control over the wages, hours, or working conditions of employment, including through use of temporary workers or a staffing agency. |
| D.C. Paid Family and Medical Leave (PFML) | Washington D.C. is one of over a dozen states with a PFML program, funded by a quarterly 0.75% tax on each employee’s gross wages, paid by employers. Under D.C. Code § 32–541, eligible employees can take up to 12 weeks of leave for defined reasons. Employers must report employee wages to the district for purposes of unemployment insurance. |
| D.C. Maternity Leave | Washington D.C. doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Employees typically rely on a separate type of employer-provided leave, the federal Family and Medical Leave Act (FMLA), or a state-mandated PFML program to obtain maternity leave. |
| D.C. Voting Leave Law | D.C. Code § 1-1001.07a requires D.C.-based employers to provide employees with up to two hours of paid leave to vote in an election, in person, even if they’re ineligible to vote in D.C. (i.e., employees can use the leave to vote in person where they’re eligible to vote). Employers can designate the hours employees can take voting leave, including during early voting or at the beginning or end of their shift on Election Day. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Washington D.C. is an "OSHA plan" jurisdiction, meaning it defers to OSHA's requirements when addressing health and safety matters, such as having an emergency action plan or providing medical and first aid supplies.
Washington D.C. currently has no work break laws or regulations.
As described by the D.C. Human Rights Act, and enforced by the D.C. Office of Human Rights, employers in Washington D.C. are prohibited from discriminating against employees based on:
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D.C. also requires employers to comply with specific anti-harassment mandates, also outlined in the district’s Human Rights Act. Employers must not, for example, engage in harassment based on one or more protected characteristics.
Finally, the district also requires employees in the tipped wage industry to complete training courses on sexual harassment.
| D.C. Non-Compete Agreement Laws | Washington D.C. is one of several jurisdictions that limit the use of non-compete agreements. D.C. Code § 32-581.02 states such agreements are typically unenforceable unless the agreement is with a highly compensated employee. |
| D.C. Retirement Plan Laws | Washington D.C. currently has no mandatory retirement plan laws or regulations. |
| D.C. Pre-Employment Inquiries Laws | Under D.C. Code § 2-1402.82, employers must support breastfeeding employees by providing break time and a space (other than a bathroom) to pump at work. |
| D.C. Lactation Law | The Fair Criminal Records Screening Act prohibits employers from inquiring into the criminal history of an applicant or performing a background check until a conditional offer of employment is made. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
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