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District of Columbia Universal Paid Leave (UPL)

DC's Universal Paid Leave program provides up to 12 weeks of partial wage replacement for workers who need time off to care for a seriously ill family member, bond with a new child, or recover from their own serious health condition. Benefits have been available since July 1, 2020. The program uses a sliding-scale formula: 90% of the first $900/week of wages plus 50% of wages above that threshold, up to a maximum of $1,190/week. Fully employer-funded through a 0.75% payroll tax. Notably, DC UPL does NOT provide job protection, unlike most state paid family leave programs.

Up to 12 weeks of wage replacement for family caregiving, 12 weeks for parental bonding, 12 weeks for own medical leave, and 2 weeks for prenatal leave. Sliding-scale formula: 90% of the first ~$900/week of wages plus 50% of wages above that, up to a maximum of $1,190/week (effective September 28, 2025). Covered family members include spouse, domestic partner, parent, parent-in-law, child, grandparent, and sibling. Funded entirely by employer payroll tax at 0.75% of wages. Does NOT provide job protection (unlike most other state PFML programs).

Some details for this program are still being verified. Check the official source for the most current information.

Eligibility

  • Must be a resident of DC

Services

Up to 12 weeks of wage replacement for family caregiving, 12 weeks for parental bonding, 12 weeks for own medical leave, and 2 weeks for prenatal leave. Sliding-scale formula: 90% of the first ~$900/week of wages plus 50% of wages above that, up to a maximum of $1,190/week (effective September 28, 2025). Covered family members include spouse, domestic partner, parent, parent-in-law, child, grandparent, and sibling. Funded entirely by employer payroll tax at 0.75% of wages. Does NOT provide job protection (unlike most other state PFML programs).

How to apply

Apply online or find more information at the official program page.

  • fmla (companion): FMLA provides federal job protection for eligible employees; DC UPL provides wage replacement but no job protection