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Washington D.C. Employers Must Provide Paid Family Leave Notice

25 Feb

Update Applicable to:Effective date
All Washington D.C. employers with at least 1 workerFebruary 1, 2024

What happened?

The D.C. Department of Employment Services (DOES) has issued a new Paid Family Leave notice/poster, which must be provided to employees on or before February 1, 2024.

What are the details?

  • The new notice is identical to the previously issued notice, except that the maximum weekly benefit has increased. The new maximum weekly benefit is $1,118.
  • From October 2022 to October 2023, the maximum weekly benefit was $1,049.
  • Under the Universal Paid Leave Act, DOES must adjust the maximum weekly benefit amount to take effect on October 1 of each successive year. The increase takes effect as long as the Chief Financial Officer of D.C. certifies that funds are sufficient to cover the maximum weekly benefit.

Business Considerations

  • If you do not have an updated Federal and State Labor Law Poster, make sure to print out the new PFL notice and post it where employees frequent.
  • If you have remote employees, you will need to send them the new notice electronically or by mail.
  • If you integrate PFL state benefits with an employee’s sick leave or PTO plan, take note of the new maximum benefit amount for calculation.


Source References

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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