Washington, D.C. Paid Sick Leave Law
✓ Verified against official sources · September 1, 2026 D.C. Code § 32-531.01 et seq. (Accrued Sick and Safe Leave Act)
The short answer: D.C. requires paid sick leave on a three-tier scale: employers with 100+ employees provide 1 hour per 37 hours worked up to 7 days a year; 25–99 employees, 1 per 43 up to 5 days; 24 or fewer, 1 per 87 up to 3 days.
Accrual rate
1 hour per 37 / 43 / 87 hours worked, by employer size
Annual amount
7 days (100+) / 5 days (25–99) / 3 days (≤24)
Employers covered
All D.C. employers — tiered by headcount
Penalty for non-compliance: Enforced by the D.C. Department of Employment Services and the Attorney General under the Accrued Sick and Safe Leave Act, with civil penalties and employee remedies.
The District's Accrued Sick and Safe Leave Act scales by employer size. Under D.C. Code § 32-531.02: employers with 100 or more employees provide at least one hour per 37 hours worked, up to 7 days per calendar year; 25–99 employees, one hour per 43 hours up to 5 days; 24 or fewer, one hour per 87 hours up to 3 days.
The "safe" half of the Act matters: leave covers not just illness and family care but needs arising from domestic violence, sexual abuse, or stalking — relocation, legal proceedings, and services included. Enforcement runs through the Department of Employment Services, with the D.C. Attorney General empowered to pursue violations.
For employersCount your headcount carefully at the 25 and 100 lines — the tier controls both the accrual divisor and the annual day cap, and safe-leave uses (domestic violence, stalking) apply at every tier.
For employeesYour accrual rate depends on your employer's size: as fast as one hour per 37 worked at large employers, up to 7 days a year — usable for sickness, family care, and safety needs.
The full playbook, start to finish
This page covers one rule. The complete lawyer-reviewed guide covers the whole landscape, with sources and every state's rules.
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District of Columbia FAQ
How fast does sick leave accrue for a large D.C. employer?
At least one hour for every 37 hours worked, up to seven days per calendar year, for employers with 100 or more employees (D.C. Code 32-531.02(a)(1)).
What counts as 'safe' leave in D.C.?
Absences arising from domestic violence, sexual abuse, or stalking — including medical care, victim services, legal proceedings, and relocation — in addition to ordinary sick and family-care uses.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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