Employees and employers across Washington, D.C. should be aware that temporary changes to benefits available under the District’s Universal Paid Leave (UPL) Program are in effect as of October 1, 2026.

Family Leave Decreases for Employees

As part of the District’s Fiscal Year 2027 budget legislation, the maximum duration of family leave will temporarily decrease from 12 weeks to six weeks, while medical leave will decrease from 12 weeks to 10 weeks for claims filed between October 1, 2026, and September 30, 2030. Under current law, the reduced family and medical leave durations are temporary and are scheduled to revert to their previous levels on October 1, 2030, unless the District enacts further legislative changes.

The legislation also temporarily reduces the program’s maximum weekly benefit amount from $1,190 to $1,100 beginning October 1. While D.C.’s paid leave program will continue to provide wage replacement benefits funded through employer contributions, workers planning future leave and employers administering leave requests may need to reevaluate their expectations and policies. Employment attorneys say the changes could have a meaningful impact on individuals anticipating an extended medical leave or time away from work to care for a family member with a serious health condition.

What Is Not Changing?

Several key program features remain intact:

• Parental leave remains available for up to 12 weeks.
• Prenatal leave remains available for up to two weeks.
• The program continues to be fully employer-funded.
• Employees are still not required to make payroll contributions to fund benefits.
• The wage replacement formula remains in place, allowing eligible workers to receive a percentage of their wages while on leave.

What Employees Need to Know

Many workers have come to rely on the benefits currently available under D.C.’s Universal Paid Leave program, so understanding these temporary changes will be important for anyone considering a future leave request. Employees should be aware of how the revised leave durations and benefit amounts may affect planning, particularly for medical and family leave claims filed after October 1, 2026.

What Employers Should Do

• Update employee handbooks and leave policies.
• Review workplace notices and mandatory employee postings.
• Communicate the changes to employees who may be planning family or medical leave.
• Review disability, salary continuation, and leave supplementation programs to determine whether benefit gaps will arise after the reductions take effect.
• Coordinate employer-provided leave benefits with the revised UPL benefits

Understanding the Impact of D.C.’s Paid Leave Changes

The reductions may create a gap for employees who expected to receive up to 12 weeks of paid family or medical leave under the current program. Workers facing lengthy medical conditions or caregiving responsibilities may need to explore other available leave entitlements, employer-provided benefits, or workplace accommodations. Employers may also experience questions from employees about how the revised benefits interact with existing leave policies and disability programs.

Employees and employers should review these changes carefully when planning for future leave requests. Understanding the revised benefit structure can help avoid surprises and ensure compliance with applicable leave requirements. Individuals with questions about the District’s Universal Paid Leave Program or how these changes may affect their workplace rights and obligations may benefit from consulting an employment attorney.

At Tully Rinckey, our Washington D.C. labor and employment law attorneys are dedicated to providing high-quality, affordable employment law services. We will protect your rights as an employee and your business with experienced counsel and representation. Call 8885294543 or contact us online today for a consultation and get an advocate who will fight for your rights.

As Managing Partner at Tully Rinckey PLLC’s Washington, D.C. office, Donna Williams Rucker represents federal employees who require assistance with discrimination, harassment, disability retirement, retaliation, disciplinary and adverse action matters, among a range of others. She also represents state and private sector employees regarding an array of similar issues.