Sections on this Page:
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What Is the Universal Paid Leave Amendment Act?
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Where Do Employees File for This Benefit? How Do They Appeal a Claim Decision?
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Employers Are Required to Post Notices of Employee’s Rights Under the UPLA
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What Is OHR's Role with UPLA?
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Further Information about the UPLA.
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Contact Us
What Is the Universal Paid Leave Amendment Act?
The Universal Paid Leave Amendment Act (UPLA) provides an employment benefit for employees of private employers in the District of Columbia. Eligible employees may receive paid-leave benefits for the following:
- Up to 12 workweeks of qualifying parental leave to bond with a new child (including adopted or foster children);
- Up to 12 workweeks of qualifying family leave to care for a sick family member with a serious health condition;
- Up to 12 workweeks of qualifying medical leave to care for their own serious medical condition; or
- Up to 2 workweeks of qualifying prenatal care.
Employees are eligible to apply for this paid-leave benefit with the Department of Employment Services (DOES), as long as they spend 50 percent of their time working in the District.
Where Do Employees File for This Benefit? How Do They Appeal a Claim Decision?
The Office of Paid Family Leave (OPFL) within the Department of Employment Services (DOES) processes benefit claims filed by employees and any challenge to claim determinations can be filed with the Office of Administrative Hearings.
Employers Are Required to Post Notices of Employee’s Rights Under the UPLA
Employers are required to post a notice of the benefits under this law, which includes notice of the entitlement to pay for certain types of leave, the complaint process, and the anti-retaliation provisions. There is a civil penalty of $100 for each day of violation. The notice is available in Amharic, Chinese, English, French, Korean, Spanish and Vietnamese. To access the notices, visit the OPFL website here.
What Is OHR's Role with UPLA?
OHR does not administer the claim determinations or appeals filed under the UPLA. Instead, OHR is responsible for investigating complaints that an employer has committed a notice violation; an employer has retaliated against an employer for requesting, applying for, or using paid-leave benefits under the UPLA; or an employer has otherwise interfered with the ability of an employee to access the paid-leave benefits under the UPLA. Retaliation is any adverse action taken by the employer against an employee for attempting or using the UPLA benefit. This includes, but is not limited to termination, demotion, shift in primary duties and responsibilities and/or any change to pay, status, or terms of employment.
Further Information about the UPLA
For information about the UPLA’s paid-leave benefits and eligibility requirements, OHR suggests that you and your employer’s human resource personnel review the Universal Paid Family Leave Act as well as the numerous resources on OPFL's website, including a benefit calculator and an FAQ page.
If an employee believes an employer has violated the UPLA’s notice, anti-retaliation, or anti-interference provisions, the employee can file a UPLA complaint with OHR, which can be found on OHR’s complaint page. OHR has also issued Chapter 17 of its regulations, which explains the process for its investigation of UPLA complaints.
Who to Contact:
If you have any questions about OHR and our role in enforcing the UPLA, you may contact our office via any of the following ways:
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E-mail: [email protected]
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In-Person: 441 4th Street NW, Suite 570N, Washington, DC 20001
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Phone: (202) 727-4559
For inquiries regarding filing claims for paid-leave benefits under the UPLA, please contact the Office of Paid Family Leave at [email protected], 202-899-3700, or visit their website.
This page was last updated on February 21, 2025
