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District of Columbia Employment Law Compliance Guide for Small Businesses
Very High Complexity
DC has the highest minimum wage in the nation, mandatory paid family leave (funded by employer tax), pay transparency requirements, broad anti-discrimination protections (including appearance and political affiliation), and a ban on non-compete agreements for most employees.
Key Numbers
TIPPED WAGE
$10.00 (tip credit allowed)
Compliance Requirements
⚠Pay Transparency Required
Salary ranges must be included in job postings, including internal promotions. Non-compliance triggers fines and private lawsuits.
⚠Paid Leave Mandatory
Employers must provide paid sick leave (and potentially paid family/medical leave). You must track accrual, provide notice, and display updated workplace posters.
★Tip Credit: $10.00 (tip credit allowed)
Employers may pay tipped employees a reduced cash wage if tips bring total compensation to at least the minimum wage.
Federal Thresholds That Apply in District of Columbia
These federal requirements apply to all District of Columbia employers based on headcount:
1+ employees: FLSA (wage and hour), IRCA (I-9 verification), EPPA (polygraph), USERRA (military leave)
15+ employees: Title VII (discrimination), ADA (disability), GINA (genetic information), Pregnant Workers Fairness Act
20+ employees: ADEA (age discrimination), COBRA (health continuation)
50+ employees: FMLA (12 weeks unpaid leave), ACA (affordable health coverage or $2,880/employee penalty), EEO-1 reporting
100+ employees: WARN Act (60-day notice for mass layoffs)
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This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a licensed attorney for advice specific to your business. Last updated March 2026.