District of Columbia paid sick leave
Under the Accrued Sick and Safe Leave Act, employees accrue 1 hour per 37 hours worked, up to 56 hours a year.
Informational, not legal advice. Checked against Congressional Research Service report R48921 and the state's own labour department. Statutes change every session — confirm against the primary source linked below before setting a policy. Last verified 18 August 2026.
The rule, in detail
| Accrual rate | 1 hour per 37 hours worked |
|---|---|
| Annual accrual cap | 56 hours |
| Annual use cap | 56 hours |
| Carryover | Permitted, capped at 56 hours |
| Frontloading allowed | Yes |
| Waiting period before use | 90 days |
| Employer size threshold | 100+ employees |
| Payout on termination | Not required |
| Effective from | 22 February 2014 |
Notes
RATE IS TIERED BY EMPLOYER SIZE: 100 or more employees accrue 1 hour per 37 worked (up to 7 days a year); 25 to 99 employees 1 per 43 (up to 5 days); fewer than 25 employees 1 per 87 (up to 3 days). The figures here describe the largest tier.
Covered reasons
- Employee illness
- Family care
- Domestic violence
- Stalking
- Sexual abuse
Apply this in PTODesk
Pick “District of Columbia statutory sick leave” when creating a policy and these values are filled in for you, including the remainder carry that partial hours require.
Try for freeWhat that works out to
“1 hour per 37 hours worked” is the statute's wording. Here is the same rule as an annual number, which is what you actually need in order to budget for it or to check a balance someone is disputing.
A full-time employee · 40 hours a week
56 hours a year
2,080 hours worked ÷ 37 = 56.22 hours, which the 56-hour annual cap reduces to 56
The annual cap binds here — extra hours worked earn nothing further.
A half-time employee · 20 hours a week
28.11 hours a year
1,040 hours worked ÷ 37 = 28.11 hours
A new full-time hire earns their first full eight-hour day of sick leave after roughly 7.4 weeks of work, though it cannot be used until day 90 of employment — the hours accrue during that window even though they are not yet available.
Frontloading instead of accruing
District of Columbia lets you skip accrual tracking by granting the full entitlement — 56 hours at the start of the year. It is less administration, and it usually costs more: a leaver in March keeps what an accruing employee would never have earned. Frontloading also normally removes the carryover obligation, so the two decisions are linked rather than separate.
How District of Columbia compares
District of Columbia is an outlier on the accrual rate. Most mandate states grant one hour per 30 hours worked; here it is one per 37, which means employees earn more slowly than they would elsewhere. Copying a policy written for another state will produce the wrong balance.
| State | Accrues 1 hour per | Annual cap |
|---|---|---|
| Alaska | 30 hours | 56 hours |
| Arizona | 30 hours | 40 hours |
| California | 30 hours | 80 hours |
| Colorado | 30 hours | 48 hours |
| Connecticut | 30 hours | 40 hours |
| Maryland | 30 hours | 40 hours |
| Massachusetts | 30 hours | 40 hours |
| Michigan | 30 hours | 72 hours |
| Minnesota | 30 hours | 48 hours |
| Nebraska | 30 hours | 56 hours |
| New Jersey | 30 hours | 40 hours |
| New Mexico | 30 hours | 64 hours |
| New York | 30 hours | 56 hours |
| Oregon | 30 hours | 40 hours |
| Rhode Island | 35 hours | 40 hours |
| District of Columbia | 37 hours | 56 hours |
| Illinois | 40 hours | 40 hours |
| Maine | 40 hours | 40 hours |
| Washington | 40 hours | None |
| Nevada | 52 hours | 40 hours |
| Vermont | 52 hours | 40 hours |
Common questions
How much paid sick leave do employees earn in District of Columbia?
Employees accrue 1 hour of paid sick leave for every 37 hours worked. Over a full-time year that is about 56 hours; at half time it is about 28.11 hours.
Is there a cap on how much sick leave can be accrued in District of Columbia?
Yes. Accrual stops at 56 hours in a year. Anyone working more than 2,072 hours in the year reaches that ceiling and earns nothing further until the next accrual period.
Does unused sick leave carry over to the next year in District of Columbia?
Yes. Unused hours roll into the following year, up to 56 hours. Carryover is separate from the annual cap, so a balance can be larger than one year of accrual.
Do employers have to pay out unused sick leave in District of Columbia when someone leaves?
No. Unlike accrued vacation in many states, unused sick leave is generally not payable on separation here. A more generous company policy can still create the obligation, so check what your handbook promises.
When can a new hire start using sick leave in District of Columbia?
Accrual begins on the first day of work, but use can be withheld until day 90 of employment. The distinction matters: hours are being earned during the waiting period even though they cannot yet be taken.
Can we frontload sick leave instead of accruing it in District of Columbia?
District of Columbia lets you skip accrual tracking by granting the full entitlement — 56 hours at the start of the year. It is less administration, and it usually costs more: a leaver in March keeps what an accruing employee would never have earned. Frontloading also normally removes the carryover obligation, so the two decisions are linked rather than separate.
Does District of Columbia sick leave apply to part-time employees?
Accrual is tied to hours worked, not to job title, so part-time employees earn at the same 37-hour rate — they simply reach the total more slowly. Someone working 20 hours a week accrues roughly 28.11 hours across a year.