District of Columbia Labor Laws 2026: A Complete Guide for HR & Employer Compliance

Accurate as of May 2, 2026. This guide is informational and not legal advice. For specific situations, consult licensed District of Columbia employment counsel.

Washington, D.C. runs the most employer-protective labor framework in the country, and the gap keeps widening. The District has a $17.95 minimum wage with a scheduled bump to $18.40 on July 1, 2026, a Universal Paid Leave program funded entirely by employers at 0.75% of payroll, a Human Rights Act that covers any employer with even one employee and recognizes 19 protected classes, a salary disclosure requirement on every job posting, and a non-compete law that voids the agreement for almost everyone earning under $162,164.

D.C. also moves fast. The 2025 session saw the Council scale back Initiative 82's tipped wage phase-out, restructure how tips eventually catch up to the regular minimum wage, expand pay stub itemization rules effective January 1, 2026, and adjust non-compete thresholds for inflation. The Office of the Attorney General has become the primary enforcer of pay transparency and wage theft cases, with civil penalties that escalate sharply for repeat violators.

This guide covers every wage, hour, leave, civil rights, hiring, and safety rule that applies to D.C. employers in 2026. It includes statute citations, bill numbers, dollar amounts, and effective dates pulled from primary sources. It also points HR teams to the documentation discipline that comes with operating in a city that updates its employment laws on roughly the same cadence as a software company ships releases.

The 2026 District of Columbia Employment Law Updates HR Teams Should Know First

D.C.'s 2025 and early 2026 changes sit in a few specific buckets: minimum and living wage adjustments, tipped wage restructuring, pay stub disclosures, non-compete threshold increases, and the continuing rollout of Universal Paid Leave and pay transparency enforcement. The headlines:

• Minimum wage rises to $18.40 on July 1, 2026. Up from $17.95 currently. The rate is indexed annually to CPI.
• Tipped minimum wage stays at $10.00 through June 30, 2026, then jumps to 56% of the full minimum wage on July 1, 2026 (roughly $10.30) under the Council's 2025 amendment to Initiative 82.
• Non-compete thresholds adjusted for inflation: general employees must now earn at least $162,164 annually, medical specialists at least $270,274.
• Pay stub disclosure expansion took effect January 1, 2026. Employers must itemize tips, service charges, commissions, bonuses, and other earnings as separate line items.
• Universal Paid Leave premium remains at 0.75% of payroll, with no employee contribution.
• Wage Transparency Omnibus Amendment Act enforcement by the Office of the Attorney General continues, with civil penalties up to $20,000 for repeat violations.
• Living wage for D.C. contractors moves to $18.40 on July 1, 2026, matching the regular minimum wage.

Each of these gets full treatment below, with statute citations, exemptions, and the practical workflow changes most D.C. employers will need to make.

District of Columbia Minimum Wage and Tipped Wage in 2026

D.C.'s minimum wage applies to nearly every private-sector worker performing more than two hours of work per week in the District. The rate adjusts every July 1 based on the Consumer Price Index and applies regardless of employer size.

What is the D.C. minimum wage in 2026?

The minimum wage is $17.95 per hour through June 30, 2026. Effective July 1, 2026, the rate increases to $18.40 per hour. The increase is tied to the annual CPI adjustment under the Minimum Wage Revision Act, and the Department of Employment Services publishes the new rate each spring.

Coverage is broad. Employees performing more than two hours of work per week in D.C. are covered. There is no employer-size carve-out. A single-employee business in the District pays the same rate as a Fortune 100 employer headquartered in the city.

How does the tipped minimum wage work after Initiative 82?

Initiative 82 passed in 2022 with roughly 74% of D.C. voters supporting a phase-out of the tipped subminimum wage, with full elimination scheduled for 2027. In 2025, the Council reopened the schedule and amended Initiative 82 to slow the phase-out while preserving the eventual elimination.

The current schedule, codified after the Council's August 2025 amendments:

• Through June 30, 2026: tipped minimum wage frozen at $10.00 per hour.
• July 1, 2026: tipped minimum wage rises to 56% of the full minimum wage (approximately $10.30).
• July 1, 2028: tipped minimum wage rises to 60% of the full minimum wage.
• Every two years thereafter: an additional 5% increase.
• July 1, 2034: tipped minimum wage tops out at 75% of the full minimum wage (permanent floor).

D.C. restaurants, hotels, and bars should plan tip-credit reconciliation against the new percentage formula starting July 2026, and audit tip-pooling policies for compliance.

Are there sub-minimum wage exceptions in D.C.?

D.C. allows a limited number of subminimum wage categories, all narrow:

• Tipped employees as described above.
• Newly hired workers under 18 may be paid 85% of the minimum wage for the first 90 days of employment.
• Workers with disabilities employed under federal Section 14(c) certificates, though D.C. is phasing out 14(c) certificates and federal policy is moving in the same direction.
• Bona fide student-learner programs approved by the Department of Employment Services.

The vast majority of D.C. employees are entitled to the full minimum wage with no carve-outs.

D.C. Living Wage Act for Government Contractors

Separate from the minimum wage, the District's Living Wage Act of 2006 sets a wage floor for employees of government contractors, subcontractors, and recipients of D.C. government assistance.

What is the D.C. living wage in 2026?

From January 1, 2026 through June 30, 2026, the living wage is $17.95 per hour. Starting July 1, 2026, the living wage rises to $18.40 per hour, matching the regular D.C. minimum wage. The living wage and minimum wage track each other.

Coverage applies to D.C. contracts and government assistance recipients receiving $100,000 or more, and to subcontractors receiving at least $15,000 for contracts or $50,000 for government assistance. Recipients must pay covered employees the living wage rate.

The contractor pillar is one of the easiest D.C. compliance items to overlook because it lives in a different statute from the regular minimum wage. A vendor renewing a $250,000 services contract with a D.C. agency in 2026 must align its payroll for covered workers with the living wage rate, even when those workers earn more on other client engagements.

D.C. Overtime Rules

D.C. follows the federal 40-hour workweek standard for overtime, with state-specific enforcement and a few category-specific quirks.

When is overtime owed in D.C.?

D.C. employers must pay overtime at one and one-half times the regular rate for all hours worked in a workweek over 40. The rule sits in D.C. Code § 32-1003. Hours of work include all time spent on the employer's premises or time spent "on duty," whether on the employer's premises or at another location designated by the employer.

The District does not have a daily overtime trigger like California's 8-hour rule. Overtime turns purely on the workweek total, defined as a fixed and regularly recurring period of 168 hours.

Who is exempt from D.C. overtime?

D.C.'s exemption categories largely track the federal Fair Labor Standards Act, with some adjustments. Common exempt classifications include:

• Executive employees meeting the federal salary and duties tests.
• Administrative employees performing office or non-manual work directly related to management or general business operations.
• Professional employees in learned, creative, or computer professional categories.
• Outside sales employees regularly engaged in sales away from the employer's place of business.
• Computer employees meeting the federal duties test, paid at least the federal hourly or salary threshold.
• Highly compensated employees meeting the federal $107,432 total annual compensation threshold and performing at least one exempt duty.

Note that parking attendants, historically excluded under federal law, were brought into D.C.'s minimum wage and overtime coverage by the Wage Theft Prevention Clarification and Overtime Fairness legislation in 2016.

D.C. Final Paycheck and Wage Payment Rules

D.C.'s payment timing rules, codified at D.C. Code § 32-1303, are among the strictest in the country. Discharge triggers near-immediate payment, and the liquidated damages clock starts ticking the moment payment is late.

When must final wages be paid in D.C.?

• Discharge or termination: wages are due no later than the next working day, or within four days for employees engaged as a contractor in the construction industry.
• Voluntary resignation: wages are due on the next regular payday or within seven days of resignation, whichever is earlier.
• Suspension: wages earned but unpaid before suspension are due on the next regular payday.

What are the penalties for late final pay?

If an employer fails to pay on time, the worker is entitled to liquidated damages of 10% of the unpaid wages for each working day the failure continues, capped at the amount equal to the unpaid wages. So a $5,000 unpaid final paycheck delayed by ten working days would owe $5,000 in liquidated damages on top of the wages owed.

Workers can pursue claims through the Department of Employment Services Office of Wage-Hour, the Office of the Attorney General, or in D.C. Superior Court.

How often must D.C. employers pay wages?

D.C. Code § 32-1302 requires employers to pay employees at least twice during each calendar month, on regular paydays designated in advance. Manual workers must generally be paid on a more frequent schedule under the same statute.

D.C. Wage Statement and Pay Stub Requirements

The District requires itemized pay statements with every wage payment, and the pay stub rules expanded materially on January 1, 2026.

What must appear on a D.C. pay stub?

Every pay statement must show, at minimum:

• Employer name, address, and telephone number
• Pay period dates and pay date
• Hours worked in the pay period (for hourly employees)
• Rate of pay and basis (hourly, salary, piece rate, commission)
• Gross wages earned
• Itemized deductions (taxes, benefits, court-ordered amounts)
• Net wages paid
• Available paid leave balance under D.C.'s Accrued Sick and Safe Leave Act

What changed on January 1, 2026 for D.C. pay stubs?

Starting January 1, 2026, employers must itemize all sources of compensation on pay stubs. That means pulling out tips, service charges, commissions, bonuses, and any other earnings line by line, not bundling them into a single "other earnings" total. The rule is particularly important for tipped workers, who need a clearer view of what they're earning and where it comes from.

What is the Wage Theft Prevention Notice of Hire?

D.C. employers must give every new hire a Notice of Hire Form at the start of employment, and re-issue the notice when any of the information changes. The notice must include:

• Employer name and address
• Telephone number
• Hourly rate or salary
• Overtime rate
• Allowances claimed (meals, lodging, tip credits)
• Pay frequency and regular payday

Notices must be in English and, if an employee's primary language is not English, also in the employee's primary language. Employers must keep signed copies for at least three years. Failure to provide the notice carries a $500 penalty per affected employee.

D.C. Wage Transparency Omnibus Amendment Act of 2023

Signed January 12, 2024 and effective June 30, 2024, this law made D.C. one of the most aggressive pay transparency jurisdictions in the country. Enforcement falls to the Office of the Attorney General.

What does D.C. require in job postings?

Employers with even one employee in D.C. must include in every job posting:

• Minimum and maximum projected salary or hourly wage for the position, set in good faith.
• A general description of healthcare benefits the employer offers to similar positions.

The posted range must be the actual range the employer expects to pay. A $30,000 to $300,000 placeholder range for an account manager role does not satisfy the good-faith requirement and is the kind of posting the Attorney General has flagged in enforcement actions.

What about salary history?

Two more disclosure rules round out the law:

• Employers cannot ask applicants about their salary history or compensation history at prior jobs.
• Employers cannot screen applicants based on salary history or require an applicant to disclose prior pay as a condition of being considered.

What are the penalties?

Civil penalties scale with violation count:

• First violation: up to $1,000.
• Second violation: up to $5,000.
• Subsequent violations: up to $20,000 per violation.

The Attorney General can bring administrative enforcement actions and recover penalties in addition to compensating affected applicants.

Universal Paid Leave (UPL)

The District's Universal Paid Leave program, administered by the Department of Employment Services Office of Paid Family Leave, is one of the most generous paid leave systems in the country and is funded entirely by employer payroll contributions.

Who is covered by UPL?

All private-sector D.C. employers who pay D.C. unemployment insurance taxes. Coverage extends to:

• All full-time and part-time employees who spend more than 50% of their work time in D.C. or whose work hours are based out of a D.C. office.
• Self-employed individuals who opt into the program.

What does UPL provide?

Eligible employees can receive paid leave benefits for:

• Up to 12 weeks of parental leave in a 52-week period.
• Up to 12 weeks of family caregiving leave for a covered family member.
• Up to 12 weeks of medical leave for the employee's own serious health condition.
• Up to 2 weeks of prenatal care leave for medical appointments and care during pregnancy.

What is the UPL contribution rate?

The Universal Paid Leave premium has been 0.75% of total D.C. payroll since July 1, 2024. Employers pay the entire premium. Employees do not contribute. Payments are made quarterly along with D.C. unemployment insurance contributions.

How much do employees get paid on UPL?

UPL benefits replace 90% of an employee's average weekly wage up to the District's average weekly wage benchmark, and 50% of wages above that benchmark. The maximum weekly benefit is set by statute and adjusted annually for inflation.

D.C. Accrued Sick and Safe Leave Act (ASSLA)

D.C.'s Accrued Sick and Safe Leave Act, codified at D.C. Code § 32-131.01 et seq., requires every D.C. employer to provide paid sick and safe leave to employees regardless of employer size.

How much paid sick leave do D.C. employees earn?

ASSLA's accrual schedule scales with employer size:

• Employers with 100+ employees: one hour of paid leave for every 37 hours worked, capped at 7 days per year.
• Employers with 25 to 99 employees: one hour for every 43 hours worked, capped at 5 days per year.
• Employers with fewer than 25 employees: one hour for every 87 hours worked, capped at 3 days per year.
• Tipped restaurant and bar employees: one hour for every 43 hours worked regardless of employer size, capped at 5 days per year.

What can ASSLA leave be used for?

"Sick" and "safe" use includes:

• The employee's own illness, injury, or medical needs.
• Care for a family member's illness or medical needs.
• Domestic violence, sexual assault, or stalking-related needs for the employee or a family member, including legal services, counseling, and relocation.
• Preventive medical care.

Additional ASSLA provisions

A few additional ASSLA provisions worth tracking:

• Employees can use leave after 90 days of employment.
• Carryover of accrued unused leave is required, up to the annual cap.
• Documentation can be required for absences exceeding three consecutive workdays.
• Pay stub disclosure of available leave is required.
• Retaliation for using or requesting leave is prohibited.

D.C. Human Rights Act

The D.C. Human Rights Act (DCHRA), codified at D.C. Code § 2-1402.11, is among the broadest civil rights statutes in the country. Coverage reaches every employer with at least one employee in D.C., and the list of protected characteristics has grown over time.

What protected categories does the DCHRA cover?

The DCHRA recognizes 19 protected classes under the broad employment provisions of the Human Rights Act. In employment, the protected characteristics include:

• Race
• Color
• Religion
• National origin
• Sex (including pregnancy, childbirth, and related medical conditions)
• Age
• Marital status
• Personal appearance (including hair, weight, and dress)
• Sexual orientation
• Gender identity or expression
• Familial status
• Family responsibilities
• Disability
• Matriculation (status as a student)
• Political affiliation
• Source of income
• Genetic information
• Credit information
• Status as a victim or family member of a victim of domestic violence, sexual offense, or stalking

How are DCHRA claims enforced?

Complaints go to the D.C. Office of Human Rights (OHR). Key procedural facts:

• Filing window: one year from the alleged discriminatory act.
• Investigation: OHR investigates and may find probable cause or no probable cause.
• Civil action: the complainant can also file directly in D.C. Superior Court with a three-year statute of limitations.
• Damages: back pay, front pay, compensatory damages, punitive damages, attorney's fees, and equitable relief.
• Pattern or practice claims: the Attorney General can bring class-style enforcement actions.

DCHRA's "personal appearance" protection is unusual and reaches grooming, hair, weight, and dress code policies. Employers should audit dress codes and appearance standards regularly.

Sexual Harassment in Tipped Wage Workplaces

The Tipped Wage Workers Fairness Amendment Act imposes a specific training mandate on businesses that employ tipped wage workers.

Training requirements

• All managers at tipped wage workplaces must complete sexual harassment training every two years.
• All employees at tipped wage workplaces must receive sexual harassment training within 90 days of hire and every two years thereafter.
• Owners and operators must complete training within 90 days of opening or acquiring the business.
• Training must be approved by the Office of Human Rights.

Reporting and posting

In addition to training, tipped employers must:

• Post the Sexual Harassment Policy in a conspicuous place at the workplace.
• Distribute the OHR-approved policy to all tipped employees in writing.
• Submit annual sexual harassment reports to OHR detailing the policy, training completion, and any reported incidents.
• Maintain records of training completion and policy distribution for at least five years.

Pregnancy Accommodation in D.C.

The D.C. Protecting Pregnant Workers Fairness Act of 2014 requires reasonable accommodations for limitations related to pregnancy, childbirth, or related medical conditions. Coverage reaches every D.C. employer.

What accommodations does the law require?

Reasonable changes in working conditions, including reasonable break time and physical accommodations, that allow the employee to continue working safely. Common examples include:

• More frequent or longer bathroom breaks.
• Breaks to express breast milk and a private space (not a bathroom) for milk expression.
• Modified seating, equipment, or workspace.
• Temporary transfer to a less strenuous or hazardous position.
• Assistance with manual labor.
• Modified work schedules or job restructuring.
• Light-duty assignments.
• Reasonable time off for medical appointments and recovery from childbirth.

What does the interactive process look like?

Once an employee requests an accommodation, the employer must engage in an interactive process with the employee to determine appropriate accommodations. Employers cannot:

• Deny employment opportunities based on a need for accommodation.
• Force the employee onto leave if another reasonable accommodation is available.
• Retaliate against an employee who requests an accommodation.
• Refuse to engage in the interactive process or document the analysis.

The federal Pregnant Workers Fairness Act (PWFA) runs alongside the D.C. law and reaches employers with 15+ employees, but the D.C. coverage at one employee makes the local rule the dominant framework for most small employers.

Background Checks and Ban-the-Box in D.C.

The Fair Criminal Record Screening Act prohibits D.C. employers from inquiring about an applicant's criminal history before a conditional offer of employment. The Act has been amended several times to broaden its protections.

What can employers ask, and when?

Specifically, employers cannot ask about, or require disclosure of:

• Arrest records that did not result in a conviction.
• Criminal accusations still pending without disposition.
• Sealed or expunged records.
• Conviction information before a conditional offer of employment is extended.

When can employers consider criminal history?

After a conditional offer, employers can consider criminal history but must:

• Conduct an individualized assessment considering the nature of the offense, the time elapsed, and the nature of the job.
• Provide pre-adverse and adverse action notices consistent with the federal Fair Credit Reporting Act.
• Document the basis for any adverse decision.

Violations expose employers to civil penalties up to $2,500 per violation and complaints filed with the Office of Human Rights.

Non-Compete Ban for Most D.C. Workers

The Ban on Non-Compete Agreements Amendment Act of 2020, as scaled back by the Non-Compete Clarification Amendment Act of 2022, makes non-competes void and unenforceable for the vast majority of D.C. workers.

Who is covered by the non-compete ban?

Under D.C. Code § 32-581.01, non-competes are void for:

• Any D.C. employee earning under $162,164 annually in 2026 (the threshold adjusts each year with inflation).
• Medical specialists earning under $270,274 annually in 2026.
• Broadcast employees regardless of compensation.

When are non-competes enforceable in D.C.?

For "highly compensated employees" who exceed the salary thresholds, non-competes remain enforceable, but the employer must:

• Provide written notice at least 14 calendar days before the employee commences employment, or 14 days before requiring an existing employee to sign.
• Limit duration to no more than 365 days post-employment for general employees, or 730 days for medical specialists.
• Define the geographic and functional scope with reasonable specificity.
• Identify the legitimate business interest the covenant protects.

Workplace policies and non-competes

Existing workplace policies (anti-moonlighting rules, anti-conflict rules, confidentiality clauses) that apply to most private-sector employees and D.C.-specific protections. Employers cannot:

• Penalize an employee for inquiring about or refusing to sign a non-compete that falls below the threshold.
• Retaliate against an employee for asserting non-compete-ban rights.
• Include confidentiality or non-disclosure provisions that effectively operate as non-competes by restricting the employee's ability to work in their field.

Pay Equity in the District

Pay equity claims in D.C. typically arise under three frameworks:

• Federal Equal Pay Act of 1963: prohibits sex-based pay differentials for substantially equal work, with limited affirmative defenses.
• D.C. Human Rights Act: prohibits pay discrimination based on any of the 19 protected categories.
• Wage Transparency Omnibus Amendment Act: the 2023 law that prohibits salary history inquiries and requires posted salary ranges.

D.C.'s combined framework gives employees more pay-equity tools than nearly any other jurisdiction in the country. Multi-state employers should audit their D.C. pay practices against all three layers.

Independent Contractor Classification in D.C.

D.C. uses an ABC-style test for most worker classification questions. The Workplace Fraud Act, applicable to the construction industry, codifies the test, and similar principles apply for unemployment and wage claims more broadly.

What is the ABC test in D.C.?

A D.C. employer must show all three of the following to classify a worker as an independent contractor:

• Prong A: the worker is free from control and direction over the performance of the service.
• Prong B: the work is performed outside the usual course of the employer's business.
• Prong C: the worker is customarily engaged in an independently established trade, occupation, profession, or business of the same nature.

Why misclassification matters in D.C.

Many D.C. employers chase short-term labor costs versus classifying them properly. Misclassified workers lose access to:

• D.C. minimum wage and overtime under D.C. Code § 32-1003.
• Paid sick leave under ASSLA.
• Universal Paid Leave benefits funded by the 0.75% employer premium.
• Workers' compensation coverage for on-the-job injuries.
• Unemployment insurance benefits at job loss.
• Non-discrimination protections under the DCHRA.

Misclassification exposure under the Wage Theft Prevention Amendment Act includes back wages, liquidated damages, attorney's fees, and civil penalties.

Whistleblower and Retaliation Protections

D.C.'s Whistleblower Protection Act and the False Claims Act each provide retaliation remedies. D.C. protects employees from adverse action in retaliation for, among other things:

• Reporting suspected violations of law to a government agency.
• Refusing to participate in illegal activity.
• Cooperating with a government investigation.
• Reporting waste, fraud, or abuse involving public funds.
• Exercising rights under ASSLA, UPL, Wage Theft Prevention, or any other D.C. labor statute.

Available remedies

Available remedies vary by statute and can include:

• Reinstatement to the position held before the adverse action.
• Back pay and front pay.
• Compensatory and (under some statutes) punitive damages.
• Attorney's fees and costs.
• Injunctive relief.

D.C. WARN: Mass Layoff Notification

D.C. employers with 100 or more employees are subject to the federal WARN Act and the District's parallel notice obligations under D.C. Code § 32-1331.01.

When is notice required?

Notification is required when:

• Plant closing: the permanent or temporary shutdown of a single site of employment results in employment loss for 50 or more full-time employees during any 30-day period.
• Mass layoff: employment loss for 50 to 499 full-time employees if they constitute at least 33% of the active workforce at the site, or for 500 or more employees regardless of percentage.

Where does the notice go?

Notice must go to:

• Affected employees or their union representatives.
• The D.C. Department of Employment Services Rapid Response unit.
• The Mayor's office via the official WARN portal.
• The chief elected official of any other affected jurisdiction.

D.C. Workers' Compensation

D.C. workers' compensation is governed by D.C. Code § 32-1501 et seq. and administered by the Office of Workers' Compensation within the Department of Employment Services.

What injuries are covered?

Employers must report:

• All work-related injuries requiring medical treatment beyond first aid within 10 days.
• Lost-time injuries requiring more than three days off work.
• Fatalities within 24 hours.
• Catastrophic injuries (amputations, loss of an eye, in-patient hospitalization) within 24 hours.

Failure to carry workers' compensation insurance exposes the employer to civil penalties and loss of the exclusive remedy defense.

D.C. Recordkeeping Requirements

D.C. employers must keep payroll, leave, and personnel records under multiple statutes. The most important records and retention periods are:

• Payroll records: 3 years under the D.C. Wage Theft Prevention Amendment Act.
• Notice of Hire forms: 3 years.
• ASSLA accrual and use records: 3 years.
• UPL contribution records: 4 years.
• OSHA 300 logs: 5 years following the end of the calendar year covered.
• Form I-9: 3 years after hire or 1 year after termination, whichever is later.
• Personnel files: 3 years post-termination.

How AllVoices Helps D.C. HR Teams

D.C. employers face one of the most complex compliance maps in the country. Universal Paid Leave administration, ASSLA accrual tracking, DCHRA's 19-class intake, the Wage Transparency Act's posting and inquiry rules, and the non-compete ban each generate documentation work that has to come together quickly when an OHR or Attorney General investigation arrives. AllVoices is built for the earlier stage, before a complaint becomes a charge.

A few D.C.-specific situations where the platform fits naturally

• Intake aligned to the DCHRA's 19 protected classes. AllVoices' structured intake captures the protected basis (including personal appearance, family responsibilities, and matriculation) at the moment a concern is raised.
• Investigations workflow tied to OHR timelines. OHR investigations move on defined schedules. AllVoices' workplace investigations module structures interviews, evidence collection, witness statements, and findings into a single defensible record.
• Vera AI for D.C.-flavored case triage. Vera reads the early facts of a case and flags whether it likely implicates DCHRA personal-appearance protections, ASSLA retaliation, Wage Theft Prevention Act notice failures, or UPL eligibility disputes.
• Wage Transparency Act and Notice of Hire documentation. The platform tracks Notice of Hire receipt and any subsequent changes, which are the first thing the Attorney General asks for in a wage theft investigation.
• Integrations with Workday, Rippling, Paylocity, and other HRIS systems so D.C. accrual data, UPL contributions, and Notice of Hire receipts sync against active employment status.
• Tipped-wage harassment training documentation. The annual Sexual Harassment Report due to OHR requires training completion records that the platform maintains automatically.

To see how D.C. compliance documentation looks in practice, from intake through investigation through close, request a walkthrough of AllVoices.

Frequently Asked Questions

What is the D.C. minimum wage in 2026?

$17.95 per hour through June 30, 2026. Effective July 1, 2026, the rate increases to $18.40 per hour. The rate adjusts every July 1 based on CPI and applies to every employer regardless of size.

When does D.C.'s Universal Paid Leave premium apply?

The UPL premium is 0.75% of total D.C. payroll, paid entirely by the employer. The rate has been in effect since July 1, 2024 and remains at 0.75% for 2026.

Are non-competes enforceable in D.C.?

Mostly no. Non-competes are void for D.C. employees earning under $162,164 (or under $270,274 for medical specialists) in 2026. For highly compensated employees above the threshold, non-competes can be enforceable with specific notice and duration requirements.

Does D.C. require paid sick leave?

Yes. The Accrued Sick and Safe Leave Act requires every D.C. employer to provide paid sick leave, scaled by employer size (3 to 7 days per year depending on headcount).

When must final wages be paid in D.C.?

For discharge: no later than the next working day. For voluntary resignation: by the next regular payday or within 7 days, whichever is earlier. Failure to pay on time triggers liquidated damages of 10% of unpaid wages per working day, capped at the amount of unpaid wages.

What are the D.C. pay transparency rules?

Every D.C. job posting must include a good-faith salary range and a general description of healthcare benefits. Employers cannot ask about or rely on salary history. Penalties scale from $1,000 (first violation) to $20,000 (subsequent violations).

Does D.C. protect off-duty cannabis use?

Yes, with safety-sensitive carve-outs. The Cannabis Employment Protections Amendment Act prohibits adverse employment action based on off-duty cannabis use, except for safety-sensitive positions, federal contractor positions, and positions where federal law requires drug testing.

What's the deadline for a DCHRA charge?

One year from the discriminatory act when filing with the Office of Human Rights. A direct civil action in D.C. Superior Court has a three-year statute of limitations.

The Bottom Line

D.C. has built one of the most pro-worker compliance environments in the country. Universal Paid Leave at 0.75% employer-only contribution, ASSLA paid sick leave with no size threshold, the Human Rights Act's 19 protected classes, the Wage Transparency Act's posting and inquiry rules, the non-compete ban that protects almost everyone earning under $162,164, and the Wage Theft Prevention Act's strict final-pay rules all stack on top of each other. The 2026 priorities for D.C. HR teams are concrete and front-loaded:

• By July 1, 2026: implement the $18.40 minimum wage and the 56%-of-minimum tipped wage; update payroll, posters, and Notice of Hire forms.
• By Q1 2026 (already due): confirm pay stub itemization includes tips, service charges, commissions, bonuses, and other earnings as separate line items per the January 1, 2026 rule.
• Throughout 2026: audit non-compete agreements against the 2026 thresholds ($162,164 general / $270,274 medical specialists); void any covenant covering an employee below the threshold.
• Throughout 2026: confirm UPL contributions remain at 0.75% of payroll and that quarterly reports through the DOES portal are current.
• Ongoing: verify every job posting includes a good-faith salary range and a healthcare benefits description; train recruiters to skip salary history questions entirely.
• Ongoing: maintain training and reporting compliance for tipped wage workplaces (manager training every two years, employee training within 90 days of hire, annual OHR reports).
• Ongoing: document every harassment and discrimination complaint against the DCHRA's 19-class framework; preserve the affirmative defense through training records and structured investigations.

D.C. compliance is a documentation problem before it is a legal problem. HR teams that build consistent intake, investigation, and outcome records solve the legal problem before it shows up. To see how a structured employee relations platform handles D.C.'s framework end to end, request a walkthrough of AllVoices.