In January 2025, the District of Columbia’s Office of Civil Rights released revisions to two required labor law posters, the Paid Family Leave notice and the Protecting Pregnant Workers Fairness Act notice. The revised Paid Family Leave poster includes increased maximum weekly benefit amounts, while the updated Protecting Pregnant Workers Fairness Act poster clarifies accommodations for nursing mothers. Affected District of Columbia employers must update their existing labor law postings with the revised versions in multiple languages as required.
What Changed on the District of Columbia Paid Family Leave Poster?
The revised Paid Family and Medical Leave Poster reflects an increased maximum weekly benefit amount from $1,118 to $1,153 per week. Under district law, Paid Family Leave benefits are based on the wages paid to the employee and reported by the business to the Department of Employment Services.
D.C.’s Paid Family Leave program allows eligible employees to take up to 12 weeks of paid leave for certain parental, medical, and family reasons. Pregnant workers can receive an additional 2 weeks of leave for prenatal care. Employers must inform employees of their rights and benefits under the program upon initial hire and annually thereafter.
The required poster, published and enforced by the Office of Paid Leave, is required to be displayed in six languages: English, Spanish, Chinese, Amharic, Korean, and Vietnamese. Employers must replace their existing posters with revised versions reflecting the new maximum weekly benefit amount.
What Changed on the D.C. Protecting Pregnant Workers Fairness Act Poster?
The revised Protecting Pregnant Workers Fairness Act poster clarifies employer obligations to accommodate nursing mothers in the workplace. Specifically, the poster now states that employers must provide a clean, private space for nursing mothers to express breast milk. Employers must display the revised poster in both English and Spanish.
Under the Act, covered employers must use an interactive process to provide reasonable accommodations to pregnant workers and nursing mothers. Such accommodations may include more frequent or longer breaks, time off to recover from childbirth, temporary job transfers, light duty, or modified job schedules.
Employer Takeaways
D.C. employers not exempt from these laws must post the newly revised posters in all required languages in a conspicuous area where employees can view them as required. Employers who employ nursing mothers must also provide a private, non-bathroom space for expressing breast milk as required. The space can be a labeled office with a lockable door or another space within a workplace that ensures the individual's privacy. The Protecting Pregnant Workers Fairness Act does allow employers to claim "undue hardship" if providing such accommodations causes a significant expense to the business.
Labor Law Posters Online's revised 2025 District of Columbia State & Federal Labor Law Poster now includes both newly revised notices in all required languages. Our compliance poster solution is guaranteed to include all recent updates to any required D.C. and federal posters. Existing Labor Law Posters Online customers who purchased our poster update service will automatically receive the revised notices as part of their annual subscription.
