District of Columbia employment rules for employers

District of Columbia minimum wage is $18.40 per hour beginning July 1, 2026; it is adjusted annually on July 1. (D.C. Minimum Wage Act (U.S. DOL WHD State Minimum Wage Laws table))

“District of Columbia Basic Minimum Rate (per hour): $18.40”

“Regular Employees: Employees who do not receive tips must be paid at least the minimum wage, as indicated in the table below, which is $18.40 per hour beginning on July 1, 2026.”

dol.gov · oag.dc.gov

Employers must pay wages on regular paydays designated in advance, at least twice during each calendar month; bona fide administrative, executive and professional employees must be paid at least once per month, and an employer that by contract or custom has paid wages at least once each calendar month may continue to do so. (U.S. DOL WHD State Payday Requirements)

“District of Columbia X”

“An employer shall pay all wages earned to his or her employees on regular paydays designated in advance by the employer and at least twice during each calendar month”

dol.gov · code.dccouncil.gov

A discharged employee must be paid wages earned no later than the working day after the discharge. If the employee handled employer money, the employer gets 4 days to check the accounts. (D.C. Code § 32-1303(1))

“(1) Whenever an employer discharges an employee, the employer shall pay the employee’s wages earned not later than the working day following such discharge; provided, however, that in the instance of an employee who is responsible for monies belonging to the employer, the employer shall be allowed a period of 4 days from the date of discharge or resignation for the determination of the accuracy of the employee’s accounts, at the end of which time all wages earned by the employee shall be paid.”

“Employees who are terminated must be paid by their employer within 24 hours or the next business day.”

code.dccouncil.gov · does.dc.gov

An employee who quits or resigns must be paid by the next regular payday or within 7 days of quitting, whichever is earlier. (D.C. Code § 32-1303(2))

“(2) Whenever an employee (not having a written contract of employment for a period in excess of 30 days) quits or resigns, the employer shall pay the employee’s wages due upon the next regular payday or within 7 days from the date of quitting or resigning, whichever is earlier.”

“Employees who resign must be paid within 7 days or the next pay date, whichever comes first.”

code.dccouncil.gov · does.dc.gov

• Accrual 100 or more employees: DC Accrued Sick and Safe Leave Act: employers with 100 or more employees must provide at least one hour of paid leave for every 37 hours worked, up to 7 days per calendar year. (D.C. Code § 32-531.02)

  “(a)(1) An employer with 100 or more employees shall provide for each employee not less than one hour of paid leave for every 37 hours worked, not to exceed 7 days per calendar year.”

  “1 hour per 37 hours worked 7 days per calendar year”

  code.dccouncil.gov · does.dc.gov · verified Sep 24, 2026 · 2 official sources

• Accrual 24 or fewer employees: Employers with 24 or fewer employees must provide at least one hour of paid leave for every 87 hours worked, up to 3 days per calendar year. (D.C. Code § 32-531.02)

  “(3) An employer with 24 or fewer employees shall provide not less than one hour of paid leave for every 87 hours worked, not to exceed 3 days per calendar year.”

  “1 hour per 87 hours worked 3 days per calendar year”

  code.dccouncil.gov · does.dc.gov · verified Sep 24, 2026 · 2 official sources

• Accrual 25 to 99 employees: Employers with 25 to 99 employees must provide at least one hour of paid leave for every 43 hours worked, up to 5 days per calendar year. (D.C. Code § 32-531.02)

  “(2) An employer with at least 25, but not more than 99, employees shall provide for each employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year.”

  “1 hour per 43 hours worked 5 days per calendar year”

  code.dccouncil.gov · does.dc.gov · verified Sep 24, 2026 · 2 official sources

The District of Columbia recognizes a very narrow public policy exception to at-will employment (Adams v. George W. Cochran & Co.): an at-will employee may sue for wrongful discharge when the sole reason for the firing was refusing to violate a statute or municipal regulation; Carl v. Children's Hospital allows further exceptions solidly based on a statute or regulation. (Order, No. 1:15-cv-01700 (D.D.C.), quoting Adams v. George W. Cochran & Co., 597 A.2d 28, 34 (D.C. 1991), and citing Carl v. Children's Hospital, 702 A.2d 159 (D.C. 1997))

““a discharged at-will employee may sue his or her former employer for wrongful discharge when the sole reason for the discharge is the employee’s refusal to violate the law, as expressed in a statute or municipal regulation.””

“The court described it as a “very narrow exception to the at-will doctrine” limited to “when the sole reason for the discharge is the employee’s refusal to violate the law, as expressed in a statute or municipal regulation.””

govinfo.gov · govinfo.gov

In D.C., an employee handbook or personnel manual can create an implied contract that overrides at-will status, for example when it states specific preconditions that must be met before termination (Strass v. Kaiser); a clear disclaimer generally preserves at-will status. (Memorandum Opinion, No. 1:10-cv-00900-JDB (D.D.C. Dec. 21, 2010), citing Washington Welfare Ass'n v. Wheeler, 496 A.2d 613, 615 (D.C. 1985))

“An implied employment contract, however, can be created when the policies and procedures implemented by the employer do not coincide with the employment-at-will doctrine.”

“(holding that “personnel manual that states specific preconditions that must be met before employment will be terminated is sufficiently clear to rebut the presumption of at-will employment”)”

govinfo.gov · govinfo.gov