District of Columbia Leave of Absence (FMLA) laws & HR compliance analysis

District of Columbia Leave of Absence (FMLA): What you need to know

In addition to the federal Family and Medical Leave Act (FMLA), some states have their own comprehensive family leave laws that may also require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness.
The District of Columbia has such a law.
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The District of Columbia offers family and medical leave protections to public and private employers under its own Family and Medical Leave Act (D.C. FMLA) (DC Code Sec. 32-501et seq.).
Universal Paid Leave Amendment Act of 2021
On August 23, 2021, the District of Columbia Council enacted the Universal Paid Leave Emergency Amendment Act of 2021 (UPLEAA).
Effective October 1, 2021, the UPLEAA applies to leaves of absence with approved leave dates that begin on or after September 26, 2021. Currently, the UPLEAA lasts for 90 days (or until November 21, 2021) unless it is renewed. Legislation is pending, however, that would make the UPLEAA amendments permanent.
The UPLEAA amends certain provisions of the D.C. Universal Paid Leave Act of 2016 (UPLA), the D.C. Family Medical Leave Act of 1990 (DC FMLA), and the Paid Family Leave Act (PFLA). Policies that may be affected by these changes include parental leave, family and medical leave, disability, and other policies.
Changes to UPLA. The UPLEAA amends the UPLA by allowing eligible employees to take up to 2 workweeks for prenatal leave. The newly added qualifying reasons established by the UPLEAA are different from the parental leave that was already available under the UPLA.
Eligible employees may now take leave for a qualifying medical leave event, which includes the diagnosis or occurrence of a serious health ...

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