Background
On June 2, 2022, the District of Columbia passed the Fiscal Year 2023 Budget Support Act. This Act amends the Universal Paid Leave Act by extending the amount of leave available for parental, family, and medical leave from eight (8) weeks to twelve (12) weeks.
Summary
Beginning October 1, 2022, the maximum amount of paid leave a qualified employee may take in a 52-week period will be increased to twelve (12) weeks.
| Leave Amount before October 1, 2022 | Leave Amount effective October 1, 2022 |
| Parental Leave: eight (8) weeks | Parental Leave: twelve (12) weeks |
| Family Leave: six (6) weeks | Family Leave: twelve (12) weeks |
| Medical Leave: six (6) weeks | Medical Leave: twelve (12) weeks |
| Prenatal Leave: two (2) weeks | Prenatal Leave: two (2) weeks |
Prenatal and Parental leave can be stacked to give the employee a total of fourteen (14) weeks of paid leave. Otherwise, the maximum combined amount of paid leave is capped at twelve (12) weeks in a 52-week period.
In addition, beginning July 1, 2022, the Act reduced the amount employers must contribute to the Universal Paid Leave Fund from 0.62% to 0.26%. The one-week waiting period an employee had to wait before receiving benefits has also been eliminated.
Employer Next Steps
- Before the October 1, 2022, effective date – employers should evaluate their leave policy and prepare for the extended leave eligibility.
- Be reminded that notice of the Universal Paid Leave Act must be provided to employees upon hire, annually, and upon notice that an employee may need to utilize paid family leave.
- If you are a Full-Service or Virtual HR client and would like our assistance with updating your policy, please email us.
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This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this content, please contact HR Knowledge at 508.339.1300 or email us.
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