District of Columbia Employment Law — full calculator

Frequently Asked Questions

• When does DC require employers to issue a final paycheck after firing an employee?

  Under DC Code § 32-1303, employers must pay all wages earned to a discharged (fired) employee no later than the next working day following the discharge. If the employee is responsible for employer funds, the employer has up to 4 days to reconcile accounts before payment. This is stricter than federal law, which imposes no specific deadline.

• When must a final paycheck be issued to an employee who quits in Washington DC?

  If an employee voluntarily resigns without a written contract lasting more than 30 days, DC law requires the employer to pay all wages by the next regular payday or within 7 days from the date of resignation, whichever comes first (DC Code § 32-1303, as of 2026).

• What are the penalties for a late final paycheck in DC?

  Under DC Code § 32-1303(4), an employer who fails to meet the final paycheck deadline owes 10% of the unpaid wages for each working day the payment is late, up to a maximum of three times (3×) the total unpaid wages. For example, if $2,000 is owed, the maximum penalty is $6,000.

• Are non-compete agreements legal in Washington DC?

  Generally no. Under DC's Ban on Non-Compete Agreements Amendment Act (D.C. Law 23-209, as amended 2022), non-compete clauses are void and unenforceable for employees earning less than $162,164 per year (2026 threshold). For licensed physicians and medical specialists, the threshold is $270,274. Even for high-earning employees above the threshold, the duration of a non-compete cannot exceed 365 days (730 days for medical specialists).

• What is the 2026 salary threshold for non-compete enforceability in DC?

  For 2026, the threshold is $162,164 per year for general employees and $270,274 per year for licensed physicians and medical specialists. These thresholds are adjusted annually for inflation. Employees earning below these amounts cannot be subject to any enforceable non-compete in the District of Columbia.

• Does DC require employers to provide paid sick leave?

  Yes. DC's Accrued Sick and Safe Leave Act (ASSLA) mandates paid sick leave for most private-sector employees, unlike federal FLSA which has no such requirement. Accrual depends on employer size: large employers (100+ employees) provide 1 hour per 37 hours worked (up to 7 days/year); medium employers (25–99) provide 1 hour per 43 hours worked (up to 5 days/year); small employers (1–24) provide 1 hour per 87 hours worked (up to 3 days/year). Tipped workers accrue at 1 hour per 43 hours regardless of employer size. Employees can access leave after 90 days of employment.

• Does unused sick leave carry over in DC?

  Yes. Under DC's ASSLA, accrued but unused sick leave carries over from one calendar year to the next, subject to the annual accrual cap (3, 5, or 7 days depending on employer size). The carryover doesn't reset; it simply rolls into the following year's balance.

• What is DC's minimum wage in 2026?

  DC's minimum wage for 2026 is $17.95 per hour from January 1 through June 30, 2026, rising to $18.40 per hour effective July 1, 2026. This is far above the federal FLSA floor of $7.25 per hour. (Source: DC DOES 2026 Minimum Wage Notice, as of 2026.)

• What is the minimum wage for tipped employees in DC in 2026?

  Tipped employees in DC must receive a base wage of at least $10.00 per hour (January 1–June 30, 2026), rising to $10.30 per hour from July 1, 2026. If an employee's hourly tips plus the base wage do not equal the full DC minimum wage, the employer must pay the difference. Unlike some states, DC does not allow a full federal tip credit down to $2.13.

• Does DC have daily overtime requirements like California?

  No. DC overtime law follows the federal FLSA weekly threshold only: overtime is owed at 1.5× the regular rate for hours worked beyond 40 in a workweek (DC Code § 32-1003). DC does not impose a daily overtime trigger (unlike California, which requires 1.5× pay after 8 hours in a day). If your employer owes you overtime in DC, it is calculated on a weekly basis.