• State plan only.

Insurers are not allowed to insure or administer DC PFML.

• All private sector District of Columbia employers with one or more employee.
  This includes:
• Any business performing services in the District of Columbia that also pays unemployment insurance (UI) taxes for its employees.
• Nonprofit organizations.
• Household employers that pay unemployment insurance tax.
• A covered employer can be an individual, general contractor, subcontractor, association, corporation, business trust, or another group of persons.

Employees are generally eligible if they are:

• Employees of covered employers who spend more than 50% of their work time for that employer working in the District of Columbia during some or all of the 52 weeks immediately preceding a qualifying leave event; or
• Employees whose employment for a covered employer is based in the District of Columbia, and the employees spend a substantial amount of their work time for that employer in the District of Columbia and not more than 50% of their work time for that employer in another jurisdiction during some or all of the 52 weeks immediately preceding a qualifying leave event; or
• Paid income for work performed more than 50% of the time in the District of Columbia during some or all of the 52 weeks immediately preceding a qualifying leave event; and the individual is employed by a covered employer at the time of application for paid-leave benefits and has had their wages reported.
• Self-employed individuals who have earned self-employment income for work performed more than 50% of the time in the District of Columbia during some or all of the 52 weeks immediately preceding a qualifying leave event may opt into the paid-leave program.

State plan rate:

• Employers cover the full cost.
• As of July 1, 2022, employers contribute 0.26% of the wages of covered employees.

None.

• 90% times Employee’s Average Weekly Wage that is equal to or less than 150% of the District’s Minimum Wage (DCMW) multiplied by 40; PLUS
• 50% times employee’s Average Weekly Wage that is more than 150% of the DCMW multiplied by 40.

$1,118 per week.

None.

None.

• The District of Columbia does not allow short-term disability insurance policies (regardless of the state issued) to offset with DC PFML benefits.
• UPL leave types, (i.e., medical, parental and family leave), cannot be collected simultaneously.
• Unemployment cannot be collected at the same time as UPL.

Medical leave: 12 weeks in a 52-week period. Employee can receive up to two additional weeks of medical leave for prenatal care.

Family leave: 12 weeks in a 52-week period for bonding or caring for family member.

Total combined maximum: 12 weeks in a 52-week period, plus up to two additional weeks for DC PFML for prenatal care (for a combined total maximum of 14 weeks).