District of Columbia Employee Handbook Requirements

The District of Columbia is a separate jurisdiction from both Maryland and Virginia, with its own employment statutes that are among the most employee-protective in the country. The DC minimum wage is $18.40 per hour as of July 1, 2026.

DC employers must comply with the Accrued Sick and Safe Leave Act, which requires paid leave for employees of all DC employers, with accrual rules that vary by employer size. DC also runs a universal paid family leave program administered by the Department of Employment Services (DOES). According to DOES, effective October 1, 2026 the program provides 12 weeks of parental leave, 10 weeks of medical leave, 6 weeks of family leave, and 2 weeks of prenatal leave, with a maximum weekly benefit of $1,100.

The Wage Transparency Omnibus Amendment Act (D.C. Law 25-138) requires employers with at least one employee in the District to include the minimum and maximum projected salary or hourly pay in all job listings and to disclose the existence of healthcare benefits to prospective employees before the first interview. DC also restricts non-compete agreements: they are prohibited for most workers, with narrow conditions for highly compensated employees, including a written agreement delivered at least 14 days in advance and a post-employment limit of 365 days (730 days for medical specialists).

Employers with workers who live in Maryland or Virginia or who travel into the District should confirm which jurisdiction's rules apply to each employee.