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Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. A really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on behalf of customers who utilize Justworks’ PEO services, employers will need to close their District of Columbia unemployment and withholding accounts prior to joining the Justworks platform.
Linked here are the steps you’ll need to take: District of Columbia - State Unemployment Insurance.
Pay Transparency
The District of Columbia requires employers to include the minimum and maximum salary or hourly wage in all job postings. Employers must also disclose the existence of healthcare benefits to prospective employees before the first interview and post a notice informing employees of their rights under the pay transparency law.
Council of the District of Columbia: Chapter 14A Wage Transparency
Mineral*: District of Columbia Pay Equity and Transparency
Wage Theft Protection Act
In the District of Columbia, employers are required to satisfy the requirements of the Wage Theft Prevention Act (WTPA) via the presentation of wage notices.
Wage Theft Notice Requirements - District of Columbia
Family & Medical Leave Act
Under the DC Family and Medical Leave Act (DC FLMA), employers with 20 or more employees in the District of Columbia must provide up to 16 weeks of job-guaranteed leave to eligible employees. Similar to the federal FMLA, this leave may be taken for the purposes of bonding with a new child, for an employee’s own, or a family member’s serious health condition.
DC Office of Human Rights: DC Family & Medical Leave Act FAQs
Statutory Paid Family Leave
The District of Columbia has passed the Universal Paid Leave Amendment Act, which provides eligible employees with partial payment of wages for up to 12 weeks to bond with a new child, up to 12 weeks for a family member’s serious health condition, up to 12 weeks for the employee’s own serious health condition and up to 2 weeks for prenatal leave.
District of Columbia Paid Family Leave
Department of Employment Services: DC Paid Family Leave
Paid Sick Leave
Under the District of Columbia’s paid sick leave law, employers must provide sick leave for their employees and are required to display, for employees, a notice that details employee rights under the law.
Washington, D.C. Paid Sick Leave
Pay Requirements
District of Columbia employers can find the most up-to-date minimum wage requirements from the D.C. Department of Employment Services.
Separation
District of Columbia employers should familiarize themselves with specific compliance issues and certain key documents for separating employees.
Terminating an Employee - District of Columbia
In DC, the final paycheck must be issued by the next business day if the separation is involuntary. For a voluntary separation, the final paycheck must be issued on next regularly scheduled payday or within 7 days, whichever is earlier.
Department of Employment Services: DC Wage Payment & Wage Collection Law
Commuter Benefits
The Sustainable DC Omnibus Amendment Act of 2014 requires employers with 20 or more employees located in the District to offer commuter transit benefits to their employees.
DC Department of Employment Services: Commuter Benefits
Disclaimer
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.