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Office of Human Rights
 

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OHR's Employment Resources

Sections on This Page:

  • Employment Rights and Protection Overview
  • Local and Federal Laws the DC Office of Human Rights (OHR) Enforces
    • File a Complaint
    • DC Family and Medical Leave Act
    • Employment Protections Under the DC Human Rights Act
    • Protecting Pregnant Workers Fairness Act
    • Returning Citizens’ Rights
    • Unemployed Anti-Discrimination Act
    • Universal Paid Leave
  • Frequently Asked Questions
  • Outreach and Education
  • Resources
  • Additional Questions and Comments

What Are Your Employment Rights and Protections?

District of Columbia laws offer many protections for DC workers, including laws designed to prevent discrimination in the workplace for any reason other than individual merit. The DC Office of Human Rights (OHR) protects employees’ rights by enforcing anti-discrimination laws and promoting awareness. OHR works to ensure that all employees in DC – whether full-time, part-time, independent contractors, or job applicants – are protected from unlawful discrimination and retaliation under both local and federal laws.
 
Examples of possible illegal discrimination include, but are not limited to:
  • Refusing to hire or promote someone based on a protected trait
  • Firing or demoting an employee due to pregnancy or caregiver status
  • Harassing employees because of their protected traits
  • Retaliating against a worker for reporting discrimination or requesting an accommodation for a disability
In addition to enforcing certain laws, OHR offers trainings, educational materials, and partnerships with employers and community organizations to foster more inclusive and respectful workplaces across the District.
To learn more, please visit our Outreach and Resources sections below.

Local and Federal Laws OHR Enforces

OHR enforces several local and federal laws that protect DC workers from discrimination or other illegal conduct in the workplace. Individuals have the right to file a claim with OHR under one or more of the laws below. Each law is summarized to help community members better understand their rights.
 
Please note that these summaries are for informational and educational purposes only. They are not legal advice and may not apply to every situation, as employment discrimination cases are often complex and unique. If you need legal guidance, we recommend consulting an attorney.
 

File a Complaint

You can file a complaint by either downloading it as a PDF, filling it in, and emailing it to [email protected] or mailing it or by completing our online fillable form that is submitted directly to OHR once it is completed. Each law listed below includes links to the appropriate complaint forms and instructions.

 

DC Family and Medical Leave Act

The District of Columbia Family and Medical Leave Act (DCFMLA) requires employers with 20 or more employees in DC to provide eligible employees with 16 weeks of unpaid family leave and 16 weeks of unpaid medical leave during a 24-month period. Leave may be used to care for a family member with a serious health condition or to care for your own serious health condition, and it may also be used as a new parent following the birth or adoption of a child. Employees who take leave under the DCFMLA are entitled to certain workplace protections, including the right to be returned to the same or an equivalent job following their return from leave and the right to be free from retaliation for inquiring about, requesting, or taking leave.

Employers are not required to pay for this leave, but employees may also use:
  • Accrued sick leave, annual leave, or personal time off (PTO)
  • Paid leave under the Universal Paid Leave Act (UPL) for private sector workers
  • Paid leave under the Paid Family Leave Act (PFLA) for DC government employees
 
If you believe an employer has interfered with your right to take family or medical leave, or has retaliated against you for taking or requesting protected leave, you can file a complaint within one year of the incident using the forms below:
Before you file a complaint, learn more about the law’s background and requirements by visiting and reading the DCFLMA Notice above.

 

Employment Protections Under the DC Human Rights Act of 1977

The DC Human Rights Act of 1977 (DCHRA) is one of the most comprehensive civil rights laws in the country. It promotes equal treatment and opportunity for everyone who lives in, works in, or visits the District of Columbia. This law makes discrimination in employment illegal based on 18 protected traits:
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The DCHRA also makes it illegal for employers to retaliate against employees for accessing or enforcing their rights under the Act, such as by complaining about discrimination based on a protected trait or acting as a witness in a discrimination investigation. If you believe you have been discriminated against based on a protected trait or retaliated against for participating in a protected activity, please complete the form below and file a complaint:

 

The Protecting Pregnant Workers Fairness Act of 2014

The Protecting Pregnant Workers Fairness Act of 2014 (PPWFA) requires DC employers to provide reasonable workplace accommodations for employees whose ability to perform their job duties is limited because of pregnancy, childbirth, breastfeeding, or related medical condition. The PPWFA also prohibits retaliation against employees for requesting a reasonable accommodation.

Individuals who believe they were denied reasonable accommodation or treated unfairly in violation of the PPWFA may file a complaint using the below form.
Additional information and resources on this law:

 

Returning Citizens’ Rights

The Fair Criminal Record Screening Amendment Act of 2014 (FRCSA) protects job seekers in DC who have had prior involvement with the criminal justice system, including but not limited to incarceration.

Under this law,

  • Most employers in DC with 11 more employees cannot ask about an applicant’s criminal history, including arrests, charges that aren’t pending, or past convictions, until they’ve made a conditional job offer
  • Even after a conditional offer, employers can only withdraw the offer for a legitimate business reason
  • If you believe an employer violated this law, you have the right to request records and to file a complaint within 365 days of the incident
To file a complaint – for example, if you were asked about your criminal background too early in the hiring process or had a job offer revoked unfairly - please complete the form below:
 

Unemployed Anti-Discrimination Act of 2012

The Unemployed Anti-Discrimination Act of 2012 (UADA) prevents employers from discriminating against a job applicant because the applicant is unemployed. To file a complaint because you believe an employer rejected or refused to consider you for employment because you were unemployed, please use the form below:

 

Universal Paid Leave Amendment Act

The Universal Paid Leave Amendment Act of 2017 (UPLA) provides paid leave benefits for eligible employees of private DC employers who work at least 50% of the time in DC. Benefits include:

  1. Up to 12 workweeks of qualifying parental leave to bond with a new child (including adopted or foster children);
  2. Up to 12 workweeks of qualifying family leave to care for a sick family member with a serious health condition;
  3. Up to 12 workweeks of qualifying medical leave to care for your own serious medical condition; or
  4. Up to 2 workweeks of qualifying prenatal care.
Eligible employees can apply for this paid-leave benefit with the DC Department of Employment Services (DOES).
 
Employers are required to post notices of these benefits in the workplace.
 
OHR is responsible for investigating complaints that an employer has failed to post required notices; an employer has retaliated against an employee 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.
 
 
If you believe a private sector employer has interfered with your right to the benefits provided under the UPL or if you believe that a private sector employer has retaliated against you for requesting, applying for, or using paid leave under the UPLA, you may file a complaint with us using one of the forms below.
 
If you are a DC government employee who wants to file a complaint based on your application for Paid Family Leave (PFL), you should file your complaint with the D.C. Department of Human Resources (DCHR).

Frequently Asked Questions

OHR conducts outreach and training sessions across the city, engaging with the public and addressing their questions and concerns. Below are some frequently asked questions (FAQs) to help you better understand employment laws and our enforcement process. While these FAQs cover common topics, they may not encompass all possible scenarios. Please note that the list below is for educational purposes only and does not constitute legal advice as it applies to a particular situation, nor does OHR provide legal advice as it pertains to a particular situation. Any person or entity in need of legal advice should consult an attorney knowledgeable in this area of the law.
 
If you have a FAQ-worthy question, please reach out to [email protected].
 
Q: What happens after I file a claim?
Filling a complaint is the first step of our OHR’s enforcement process. You can learn more about this process by visiting our Complaint Process and Timeline page.
 
Q: What Information Must Be Provided to File a Charge of Discrimination?
The following information is required:
  • The complaining party's name, address, and telephone number;
  • The name, address, and telephone number of the respondent employer, employment agency, or union that is alleged to have violated the law, and the number of employees (or union members), if known;
  • A short description of the alleged violation (the event that caused the complaining party to believe that their rights were violated); and
  • The date(s) of the alleged violation(s).
Q: What Remedies Are Available If Discrimination Is Found?
The "relief" or remedies available for employment discrimination vary depending on the law in question, but may include:
  • back pay
  • hiring
  • promotion
  • reinstatement
  • front pay
  • Remedies also may include payment of:
  • Attorneys' fees
  • Expert witness fees
Q: Does OHR represent me in my complaint against my employer, or can OHR provide an attorney to represent me in my complaint?
OHR is a neutral enforcement agency and therefore does not represent either party in complaints filed with the agency. Rather, OHR’s initial role is to gather information about the complaint and issues a determination based on its investigation. OHR cannot provide attorneys to represent parties, and while it is not required for a party to have an attorney to proceed at OHR, OHR encourages parties to seek out representation from an attorney if they so desire.
 
Q: Do I need to understand the laws that OHR enforces in order to file a complaint with OHR?
No.  Though it helps to have a basic understanding of the laws OHR enforces, if OHR decides to accept your case, one of OHR’s Intake Officers will assist in drafting your Charge.
 
Q: I am a DC government employee. What do I need to do to file a complaint with OHR?
Before filing a complaint with OHR, DC government employees must first file their complaint of discrimination with an agency EEO Counselor within 180 days (exceptions include complaints of sexual harassment and DCFMLA complaints, which may be filed directly with OHR within one year). A list of agency EEO Counselors is available here. You can file with any agency EEO Counselor and do not have to file with your agency’s EEO Counselor. If the EEO Counselor is unable to resolve your complaint, they have 30 days to issue an Exit Letter, which notifies you of your right to file a complaint with OHR within 15 days. If the EEO Counselor does not issue an Exit Letter within 30 days of your filing with the EEO Counselor, then you also may proceed to file with OHR.
 
Q: If I think I have been denied accommodations under the Protecting Pregnant Workers Fairness Act, can I file a claim under that and under the DCHRA for discrimination based on sex, or can I only pick one?
Yes, you can file under multiple laws if your situation implicates more than one law. For example, many pregnant workers or new parents have claims that fall under the PPWFA, DCHRA, and the DCFMLA based on the same conduct.

Outreach and Education

Trainings
  • OHR offers training sessions on employment laws and protected traits. All our presentations emphasize OHR's jurisdiction over employment matters and the protected traits under the applicable laws, as well as provide an overview of relevant local and federal employment legislation. Specialized sessions, such as 'Know Your Rights: The 23 Protected Traits in Washington, DC,’ provide deeper insights. We also partner with government agencies and community groups to expand understanding of these critical topics.
Listening Labs
  • Listening labs allow us to connect with community members on employment-related concerns. These events typically feature an informative segment followed by a listening session, during which attendees can confidentially share their feedback and insights. The data and findings collected from listening labs help shape future outreach and educational materials.
Social Media and Website
  • We share our vast resources and updates on Facebook, Instagram, LinkedIn, YouTube, and Twitter/X. Additionally, our website integrates this content for easier access to the public.
 

Resources

Annual Report:
  • OHR is required to annually report progress of DC Human Rights Act enforcement to the Mayor and the Council of the District of Columbia. The report includes case docketing, case closures, and benefits achieved by successful complainants. Additionally, the Director reports other annual activities of OHR and the Commission on Human Rights, including community outreach, education programs, compliance programs, mediation, and more.
  • You can view and download OHR's current and previous Annual Reports by visiting here. 
Workplace Posters

Additional Questions and Comments

If you have any further questions or need assistance, please contact us by:
  • E-mail: [email protected]
  • Office: 441 4th Street NW, Suite 570N, Washington, DC 20001
  • Phone: (202) 727-4559
Language assistance is available – our staff can connect you with a live interpreter to assist you effectively.
Please note that while OHR is available to answer questions to the best of our ability, any information provided should not be considered legal advice.
 

More Resources