In November 2021 the District of Columbia adopted emergency legislation extending the availability of unpaid, job-protected leave for certain COVID-19 related reasons under the DCFMLA.
On January 14, 2022, the D.C. Office of Human Rights (OHR), which enforces the DCFMLA, published an updated poster on DCFMLA COVID-19 leave. Employers with 20 or more employees in the District are required to post this poster in a conspicuous place in the workplace. We recommend that the poster also be posted electronically (e.g., on the employer’s intranet or in a shared folder) for employees who work remotely.
For details about DCFMLA COVID-19 leave, see OHR’s updated guidance and our prior post, which discusses both DCFMLA COVID-19 leave and D.C.’s requirement that private employers provide up to 48 hours of paid vaccination leave annually for employees to receive or assist their children in receiving COVID-19 vaccinations and recover from vaccination-related side effects.
DCFMLA COVID-19 leave and D.C. paid vaccination leave are currently in effect under emergency legislation that will expire in February 2022. However, D.C. has passed a temporary law that, following a 30-day period of congressional review, is expected to extend both leave requirements through most of 2022. The leave requirements could also be further extended by permanent legislation.
For more information, please contact an author of this blog post or the Hogan Lovells attorney with whom you regularly work.
Authored by George Ingham and Amy Folsom Kett.
