District of Columbia reduces Paid Family Leave benefits beginning October 1, 2026

The District of Columbia has enacted amendments to its Universal Paid Leave Amendment Act (UPLAA) that will temporarily reduce certain Paid Family Leave benefit durations and lower the maximum weekly benefit amount. These changes take effect for claims filed on or after October 1, 2026.

Summary of key updates

Maximum weekly benefit reduced

• Effective October 1, 2026, the maximum weekly Paid Family Leave benefit will decrease from $1,190 to $1,100 for claims filed on or after that date

Temporary changes to leave duration 

For claims filed between October 1, 2026 and September 30, 2030, eligible workers may receive:

• Parental leave: Up to 12 workweeks (no change)
• Family leave: Up to 6 workweeks (reduced from 12)
• Medical leave: Up to 10 workweeks (reduced from 12)
• Pre-natal leave: Up to 2 workweeks (no change)

Current benefit durations remain in effect for claims filed before October 1, 2026. Beginning October 1, 2030, family and medical leave benefits are scheduled to return to 12 workweeks.

Employer action steps

Employers should evaluate the impact of these changes on leave administration, employee communications and compliance processes. Updating policies and training HR personnel before October 1, 2026 can help ensure a smooth transition.

Employers with employees in the District of Columbia should:

• Review and update leave policies, employee handbooks and Paid Family Leave communications
• Ensure employee-facing materials reflect the reduced family and medical leave durations applicable between October 1, 2026 and September 30, 2030
• Communicate the new $1,100 maximum weekly benefit amount to employees who may be eligible for District of Columbia Paid Family Leave benefits
• Review administrative practices and leave management procedures to ensure the handling of claims is consistent with the updated benefit rules
  
  

How Alight supports employers

Alight Leave Solutions specializes in state and federal leave of absence programs. Alight Leave Solutions monitors state leave developments and state agency guidance and will incorporate changes where they affect the administration of leave of absence.

Disclaimer

This material is provided for general information purposes only and does not constitute legal advice. The information contained in this article reflects the legislative, statutory and/or regulatory landscape as of the date of publication. Given the evolving nature of laws, regulations and interpretive and official guidance, portions of this content may no longer be current. Readers should not rely on this content as a substitute for current compliance guidance and should consult the most up-to-date statutes, regulations and guidance, and/or seek legal advice before acting on any information referenced herein.