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District of Columbia Maternity and Pregnancy: What you need to know

The District of Columbia Human Rights Act prohibits employment practices that discriminate on the basis of sex, including pregnancy, childbirth, and related medical conditions. This means that employers must treat employees affected by pregnancy the same way as they treat employees with temporary disabilities for all employment-related purposes. The Act applies to all employers regardless of size (DC Code Sec. 2-1401.05).
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The District of Columbia does not have a law that specifically requires employers to offer pregnancy leave. However, employers covered by the District's Human Rights Act must provide the same leave benefits to women affected by a pregnancy-related condition that are provided to employees with temporary disabilities. As a general rule, this means that employers can provide leave for employees with temporary disabilities, or affected by pregnancy-related conditions, with or without pay, or not provide it at all, as long as all employees are treated the same in their request for temporary leave.
District Law Considerations
Although the District of Columbia does not have a law that specifically requires employers to offer leave for pregnancy, it does have a family and medical leave law that includes leave for birth of a child for a maximum of 16 workweeks during any 24-month period. The District of Columbia's Accrued Sick and Safe Leave Act of 2008 entitles employees covered by the District Family and Medical Leave Act to paid sick and "safe" leave for use under certain circumstances, including physical illness or medical condition of the employee. All employers with one or more employees and the District government are covered under the Sick and Safe Leave ...

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More on this topic:

expand-collapse sectionDiscrimination
expand-collapse sectionPregnancy Leave
expand-collapse sectionFamily and Medical Leave
expand-collapse sectionBreastfeeding and Expressing Breast Milk

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