Federal

Dc fmla

January 6, 2026WAfederal-laws

DC FMLA (Washington, DC FMLA) Compliance Guide for Employers

If you’re searching for DC FMLA, you likely need a clear, employer-focused explanation of what Washington, DC requires for job-protected leave, who qualifies, and how to manage requests without creating compliance risk. This guide summarizes the District of Columbia Family and Medical Leave Act (DCFMLA) and how it interacts with the federal Family and Medical Leave Act (FMLA)—plus practical steps for handling a DC FMLA application, confirming DC FMLA eligibility, and supporting employees who ask about DC FMLA login or a DC FMLA phone number.

For broader federal context, SwiftSDS maintains an ongoing hub of guidance in our employment legislation list.

What “DC FMLA” means (and how it differs from federal FMLA)

DC FMLA typically refers to the District of Columbia Family and Medical Leave Act (DCFMLA) (D.C. Code § 32–501 et seq.), a local law that provides job-protected leave for eligible employees working in Washington, DC.

Key point for HR teams: DCFMLA is separate from paid leave programs. It is a job-protection statute (unpaid leave), similar in concept to federal FMLA, but with different coverage and eligibility thresholds.

DCFMLA also exists alongside the federal FMLA (29 U.S.C. § 2601 et seq.; 29 C.F.R. Part 825). Many DC employers must comply with both, and where both apply you generally administer leave in a way that meets the requirements of each (often concurrently, when permitted).

If you need deeper federal eligibility and status questions, see SwiftSDS’ analysis on are contractors eligible for fmla.

DC FMLA eligibility: who qualifies in Washington, DC?

Employer coverage under DCFMLA

While federal FMLA generally applies to employers with 50+ employees, DCFMLA is known for covering smaller employers in the District (commonly discussed as 20+ employees). Because coverage details can depend on how employees are counted and where they work, employers should confirm coverage based on their DC footprint and headcount methodology.

Employee eligibility under DCFMLA

Eligibility under DCFMLA is also different from federal FMLA. Instead of the federal “12 months + 1,250 hours,” DCFMLA uses a DC-specific standard commonly understood as:

  • 1,000 hours worked during the 12-month period immediately preceding the leave request, and
  • Employment with a covered employer.

Action step: Build an HR checklist that confirms:

  1. Work location (does the employee “work in DC” for coverage purposes?)
  2. Employer coverage threshold
  3. Hours worked in the lookback period
  4. Any prior DCFMLA usage within the employer’s 24-month measuring method (discussed below)

How much leave DCFMLA provides (and the 24-month framework)

DCFMLA is often summarized as providing up to:

  • 16 workweeks of family leave, and
  • 16 workweeks of medical leave

…during a 24-month period (rather than the federal 12-week/12-month structure).

Common qualifying reasons

While employers should consult counsel for specific scenarios, DCFMLA generally covers leave for:

  • The employee’s own serious health condition (medical leave)
  • Family leave for caregiving and certain family-related circumstances (including parental leave)

Practical HR note: Even when an employee is only asking for “DC FMLA,” your best practice is to evaluate the request under:

  • DCFMLA (local)
  • Federal FMLA (if the employer/employee are covered)
  • ADA reasonable accommodation (if medical limitations are involved)

SwiftSDS has additional resources on disability-related processes in ada hr and documentation workflows in ada forms for employers.

DC FMLA application process: a compliance-ready workflow

Employees often say “I’m submitting a DC FMLA application,” but DCFMLA is not typically a single government “application” the way some paid leave programs are. Instead, employers administer DCFMLA through internal notice, documentation, tracking, and designation practices.

Step 1: Train managers to recognize leave triggers

A request does not need to say “FMLA.” If an employee mentions hospitalization, ongoing treatment, pregnancy-related incapacity, caregiver needs, or a serious condition, train supervisors to route it to HR.

Step 2: Provide required notices and request appropriate certification

Create a standardized packet that includes:

  • Employee eligibility response timeline
  • Rights/responsibilities statement
  • Medical certification or family-care documentation request (as permitted)

Step 3: Track leave accurately (including intermittent leave)

DCFMLA may allow intermittent or reduced-schedule leave in qualifying cases. Your timekeeping system should:

  • Track DCFMLA medical vs family leave buckets
  • Track the 24-month period method your organization uses
  • Prevent “off the books” manager-approved absences that should be designated

For intermittent work questions under federal standards (often used as an administrative baseline), SwiftSDS also covers scheduling concepts in can you work part time on fmla.

Step 4: Coordinate DCFMLA with federal FMLA, ADA, and internal policies

  • If both federal and DC leave apply, determine whether you will run them concurrently where legally allowed and properly designated.
  • If the employee needs more time beyond protected leave, evaluate ADA reasonable accommodation, which may include additional unpaid leave in some circumstances.

For extension-related decision points, see can fmla be extended past 12 weeks.

DC FMLA login and DC FMLA phone number: what employees are usually asking for

Many HR teams receive questions like “What’s the DC FMLA login?” or “What is the DC FMLA phone number?” In practice, employees may be mixing terms across programs:

  • DCFMLA (job protection) is typically administered by the employer (with legal oversight), not through a universal employee portal.
  • Employees may be thinking of a paid leave portal (for wage replacement) or a third-party administrator’s system, if your company uses one.

Action step: Add a short “Where to go” section to your leave policy and intranet:

  • “For job-protected leave (DCFMLA/federal FMLA): contact HR/Leave Administrator at [internal email/phone].”
  • “For paid benefits programs (if applicable): use [program portal link] and [program contact].”

This small clarification reduces misrouted requests and late designations.

Posting and notice compliance: don’t miss related federal labor law requirements

Even though DCFMLA is the focus, DC employers often need to maintain compliant postings and wage/hour notices under federal rules. As you review leave compliance, confirm your broader labor law notice set is current.

For example, many employers must post the federal wage/hour notice Employee Rights Under the Fair Labor Standards Act. SwiftSDS maintains a copy here: Employee Rights Under the Fair Labor Standards Act.

To reinforce a broader compliance culture, consider integrating leave training into your general worker-rights onboarding. SwiftSDS’ overview of baseline protections is a helpful companion: 5 rights of workers. And when leave intersects with nondiscrimination obligations, review how federal EEO principles operate in practice: as it pertains to employment opportunity the eeo strives to.

Practical compliance checklist for HR and business owners

Documentation and process controls

  • Maintain a written DCFMLA/FMLA policy in the handbook
  • Use consistent designation letters and certification forms
  • Set deadlines and follow-up reminders for incomplete certifications
  • Train managers not to retaliate or discourage leave use

Recordkeeping and audits

  • Track leave used by type (family vs medical) and by measurement period (24-month method)
  • Audit payroll/time records to support eligibility calculations (hours worked)
  • Retain leave records consistent with federal and local retention expectations

Coordination pitfalls to avoid

  • Treating DCFMLA as “paid leave” (it’s job protection; pay may come from PTO or separate programs)
  • Failing to evaluate ADA accommodation when protected leave is exhausted
  • Inconsistent treatment of similarly situated employees (discrimination/retaliation risk)

FAQ: DC FMLA (Washington, DC FMLA)

What is the difference between DC FMLA and federal FMLA?

DCFMLA is a Washington, DC law that can apply to smaller employers and uses a 24-month leave framework (often cited as up to 16 weeks family + 16 weeks medical). Federal FMLA generally applies to 50+ employee employers and provides 12 weeks in a 12-month period for covered reasons. Employers in DC may need to comply with both.

How do I confirm DC FMLA eligibility for an employee?

Confirm (1) your employer coverage status in DC, (2) that the employee works in DC for coverage purposes, and (3) that the employee meets the DC hours-worked threshold in the lookback period (commonly referenced as 1,000 hours in the preceding 12 months). Then verify available leave under your 24-month tracking method.

Is there a DC FMLA login portal or a DC FMLA phone number?

For DCFMLA job-protected leave, employees usually work through their employer’s HR/leave administrator rather than a single government login. If your workforce is asking for a login or phone number, they may be referring to a separate paid benefits program portal or your third-party leave administrator.

SwiftSDS helps employers organize labor law compliance into clear, auditable workflows. For broader federal requirements that often intersect with leave administration, explore our employment legislation list.