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Does Tilt support DC's paid sick and safe time law?

Here's how sick and safe time works outside of Tilt

 

Quick answer
 The DC Accrued Sick and Safe Leave Act, as amended by the Earned Sick and Safe Leave Amendment Act, requires covered employers to provide paid sick and safe time to eligible employees. Tilt generally does not support time taken under this law, since it functions more like PTO than a formal leave.

Who this applies to / Prerequisites

  • Employers and employees in DC covered by the Accrued Sick and Safe Leave Act.

Key facts

  1. The DC Accrued Sick and Safe Leave Act requires covered employers to provide paid sick and safe time to eligible employees.
  2. Programs like this typically require employers to offer 5–10 sick and/or safe days, often with accrual and carryover provisions, functioning more like PTO than a formal leave.
  3. Tilt manages disability accommodation laws and pregnancy accommodation laws at the district and federal level separately — contact your Leave Success Manager with questions about those.

What if it doesn't work

  • I'm not sure whether my absence should go through Tilt or my company's sick time system: Most employers manage this time within their existing time and attendance systems rather than through a Tilt leave process — contact your Leave Success Manager for guidance.
  • If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

  • Tilt does not currently support time taken under the DC Accrued Sick and Safe Leave Act or similar paid sick and safe time laws.
  • The leave laws described in the related DC articles are generally for private employers; public/state employers may have additional or different requirements.

Related questions

  • What other DC leave laws does Tilt support?
  • Does Tilt support paid sick and safe time leave generally?