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How does DC Family and Medical Leave (DC FMLA) work?

Eligibility, qualifying reasons, and coverage details for DC workers

 

Quick answer
 DC FMLA applies to employers with 20 or more employees working in DC during 20 or more calendar workweeks in the current or preceding year. Eligible employees can receive up to 32 weeks of unpaid, job-protected leave in a 24-month period, split between medical leave (own health condition) and family leave (bonding or caregiving), with up to 16 weeks available for each category.

Who this applies to / Prerequisites

  • Employees must have 1 year of tenure without a break in service, 1,000 hours worked in the previous 12 months, and spend more than 50% of their work-time working in DC.

Key facts

  1. Medical Leave: Up to 16 weeks in a 24-month period for the employee's own serious health condition, including pregnancy.
  2. Family Leave: Up to 16 weeks in a 24-month period for the birth of a child (within 12 months of birth); placement of a child for adoption, foster care, or other permanent parental responsibility (within 12 months of placement); or caring for a family member with a serious health condition.
  3. DC FMLA defines "family member" broadly: anyone related by blood, custody, or marriage; a foster child; a child living with the employee for whom the employee has permanently assumed parental responsibility; or someone who has lived with the employee in the last year in a committed relationship.
  4. Intermittent and reduced schedule leave are both allowed when medically necessary (for the employee or a family member). For bonding leave, only reduced schedule is allowed, and it must be completed within 24 consecutive workweeks.
  5. DC FMLA runs concurrently with federal FMLA and DC PFL when applicable.

What if it doesn't work

  • I'm not sure if my employer meets the 20-employee threshold: Contact your Leave Success Manager to confirm coverage.
  • I need intermittent leave for bonding: Only reduced schedule leave is allowed for bonding, not intermittent — contact your Leave Success Manager for details.
  • If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

  • DC FMLA leave is unpaid.
  • The combined 32-week cap applies across the 16-week medical and 16-week family leave categories within a 24-month period.
  • For bonding leave specifically, only reduced schedule (not intermittent) leave is permitted, and it must be completed within 24 consecutive workweeks.

Related questions

  • How does DC Paid Family Leave (DC PFL) work?
  • What other DC leave laws does Tilt support?