District of Columbia Employment Law: Wages, Final Pay, Breaks and Your Rights at Work
District of Columbia employment law: minimum wage, overtime, breaks, final paycheck deadlines, PTO payout, sick leave, at-will exceptions and where to file a wage claim.
Quick answers for District of Columbia
- Minimum wage
- $18.40 per hour, effective July 1, 2026. The rate is adjusted every July 1 for inflation (Washington-area consumer price index). If the federal minimum wage ever exceeds the D.C. rate, D.C. D.C. Code § 32-1003(a); U.S. Department of Labor state minimum wage table
- Final paycheck if fired or laid off
- By the next working day after discharge. If the employee handled the employer's money, the employer may take up to 4 days to check the accounts. D.C. Code § 32-1303(1), (4)
- Meal and rest breaks
- No D.C. requirement for adults. U.S. Department of Labor state meal period table (no D.C. requirement listed)
Last verified: 2026-10-26
Pay
| Minimum wage | $18.40 per hour, effective July 1, 2026. The rate is adjusted every July 1 for inflation (Washington-area consumer price index). If the federal minimum wage ever exceeds the D.C. rate, D.C. employers must pay the federal rate plus $1. Next scheduled change: an inflation adjustment on July 1, 2027; the amount is announced by the Department of Employment Services. Re-verified 2026-10-27. |
|---|---|
| Tipped minimum wage | Since July 1, 2026, the tipped minimum cash wage is 56% of the full minimum wage ($10.30 per hour), with tips on top. Tips plus wages must reach the full minimum wage. Employers must give written notice of their tip policies. Scheduled increases: the tipped minimum rises to 60% of the minimum wage on July 1, 2028, 65% on July 1, 2030, 70% on July 1, 2032, and 75% on July 1, 2034 (D.C. Code § 32-1003(f)(7)–(10)). Re-verified 2026-10-27. |
| Overtime | Time-and-a-half after 40 hours in a workweek. No daily overtime rule. Re-verified 2026-10-27. Source: D.C. Code § 32-1003(c) |
| How often you must be paid | At least twice a month on regular paydays set in advance; bona fide executive, administrative and professional employees may be paid monthly. No more than 10 working days may pass between the end of the pay period and payday. Re-verified 2026-10-27. Source: D.C. Code § 32-1302 |
| Pay stubs | Required with every payment: date of payment, gross wages, deductions and additions (with a separate line for tips), net wages, hours worked, and the employee's tip declaration for the period. Since January 1, 2026, the statement must also list other sources of pay such as bonuses, commissions, and shares of service charges. Re-verified 2026-10-27. Source: D.C. Code § 32-1008(b) |
Breaks and leave
| Meal and rest breaks | No D.C. requirement for adults. |
|---|---|
| Paid sick leave | Yes. Employers with 100 or more employees: 1 hour per 37 hours worked, up to 7 days a year. Employers with 25–99 employees: 1 hour per 43 hours, up to 5 days. Employers with 24 or fewer: 1 hour per 87 hours, up to 3 days. Leave starts accruing at hire and can be used after 90 days, for the employee's or a family member's health needs and for domestic violence-related needs. Re-verified 2026-10-27. |
Leaving a job
| Final paycheck if fired or laid off | By the next working day after discharge. If the employee handled the employer's money, the employer may take up to 4 days to check the accounts. Late payment can add liquidated damages of 10% of unpaid wages per working day, up to three times the unpaid wages. Re-verified 2026-10-27. Source: D.C. Code § 32-1303(1), (4) |
|---|---|
| Final paycheck if you quit | By the next regular payday or within 7 days after quitting, whichever is earlier (for employees without a written contract longer than 30 days). Re-verified 2026-10-27. Source: D.C. Code § 32-1303(2) |
Firing, retaliation and discrimination
| Job discrimination complaints | D.C. Office of Human Rights (OHR). The D.C. Human Rights Act covers any employer with one or more employees (except family members working in the employer's household). A complaint must be filed with OHR within 1 year of the discriminatory act or its discovery. File a complaint: https://ohr.dc.gov/ Re-verified 2026-10-27. |
|---|---|
| Non-compete agreements | Banned for most workers. Since October 1, 2022, employers may not require or ask a covered employee to sign a non-compete, and such provisions are void. The ban does not apply to highly compensated employees (those earning at least a yearly threshold that started at $150,000 and is adjusted for inflation); separate rules apply to them. Retaliation for refusing or asking about a non-compete is illegal. Re-verified 2026-10-27. |
Where to get help in District of Columbia
Employment Law FAQ
What is the minimum wage in District of Columbia?
$18.40 per hour, effective July 1, 2026. The rate is adjusted every July 1 for inflation (Washington-area consumer price index). If the federal minimum wage ever exceeds the D.C. rate, D.C. employers must pay the federal rate plus $1.
What is the tipped minimum wage in District of Columbia?
Since July 1, 2026, the tipped minimum cash wage is 56% of the full minimum wage ($10.30 per hour), with tips on top. Tips plus wages must reach the full minimum wage. Employers must give written notice of their tip policies.
What are the overtime rules in District of Columbia?
Time-and-a-half after 40 hours in a workweek. No daily overtime rule.
Are breaks required by law in District of Columbia?
No D.C. requirement for adults.
When do I get my final paycheck if I'm fired in District of Columbia?
By the next working day after discharge. If the employee handled the employer's money, the employer may take up to 4 days to check the accounts. Late payment can add liquidated damages of 10% of unpaid wages per working day, up to three times the unpaid wages.
When do I get my final paycheck if I quit in District of Columbia?
By the next regular payday or within 7 days after quitting, whichever is earlier (for employees without a written contract longer than 30 days).
How often must employees be paid in District of Columbia?
At least twice a month on regular paydays set in advance; bona fide executive, administrative and professional employees may be paid monthly. No more than 10 working days may pass between the end of the pay period and payday.
Do employers have to give pay stubs in District of Columbia?
Required with every payment: date of payment, gross wages, deductions and additions (with a separate line for tips), net wages, hours worked, and the employee's tip declaration for the period. Since January 1, 2026, the statement must also list other sources of pay such as bonuses, commissions, and shares of service charges.
Is paid sick leave required in District of Columbia?
Yes. Employers with 100 or more employees: 1 hour per 37 hours worked, up to 7 days a year. Employers with 25–99 employees: 1 hour per 43 hours, up to 5 days. Employers with 24 or fewer: 1 hour per 87 hours, up to 3 days. Leave starts accruing at hire and can be used after 90 days, for the employee's or a family member's health needs and for domestic violence-related needs.
Where do I file a job discrimination complaint in District of Columbia?
D.C. Office of Human Rights (OHR). The D.C. Human Rights Act covers any employer with one or more employees (except family members working in the employer's household). A complaint must be filed with OHR within 1 year of the discriminatory act or its discovery.
Are non-compete agreements enforceable in District of Columbia?
Banned for most workers. Since October 1, 2022, employers may not require or ask a covered employee to sign a non-compete, and such provisions are void. The ban does not apply to highly compensated employees (those earning at least a yearly threshold that started at $150,000 and is adjusted for inflation); separate rules apply to them. Retaliation for refusing or asking about a non-compete is illegal.
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General legal information, not legal advice. Laws change and local rules can differ; check the linked official source or talk to a lawyer about your situation.