DC’s Universal Paid Leave Act (UPLA)—administered as DC Paid Family Leave—has enacted amendments to reduce the number of leave weeks available for family and medical leave and to lower the maximum weekly benefit, starting October 1, 2026. The changes were enacted as B26-0661 on August 14, 2026, and mirror an emergency measure that has already been in effect since August 13, 2026.
What’s Changing
Fewer weeks of family and medical leave. From October 1, 2026 through September 30, 2030, employees filing claims can take:
- 12 workweeks of parental leave (unchanged)
- 6 workweeks of family leave (decreased from 12)
- 10 workweeks of medical leave (decreased from 12)
- 2 workweeks of prenatal leave (unchanged)
These reductions are temporary by design: for claims filed on or after October 1, 2030, the law restores the original amounts (12 weeks each for parental, family, and medical leave, plus 2 weeks prenatal).
A lower maximum weekly benefit. The maximum weekly benefit amount is currently $1,190. Under the amendment, it drops to $1,100 effective October 1, 2026. Annual increases will resume each October 1 going forward, but from a lower starting point.
Why It Matters
An employee who files a family or medical leave claim on or after October 1, 2026 will have less paid leave and a lower wage-replacement cap than an employee filing the same type of claim today.
What to Do
- Notify employees. Make sure staff understand that family and medical leave amounts and the maximum weekly benefit are changing on October 1, 2026.
- Watch for the updated poster. The DC Department of Employment Services will need to issue an updated workplace notice reflecting the new amounts—check dcpaidfamilyleave.dc.gov for when it’s published and post it once available.
- Update your policies. Review family and medical leave policies, employee handbooks, and any internal materials that reference the current 12-week family and medical leave amounts, and revise them to reflect the 6-week and 10-week limits that apply to claims filed between October 1, 2026 and September 30, 2030.
- Mark your calendar for 2030. The original 12-week amounts return for claims filed on or after October 1, 2030—worth a note in your compliance calendar now so it isn’t missed later.
How Sparrow Helps
Sparrow keeps employers ahead of changes like this one, translating legislative updates into plain-language guidance and flagging exactly when action is needed—like updating a policy or posting a new notice.
For employees, Sparrow simplifies the DC Paid Family Leave claims process itself, helping them understand which type of leave applies to their situation and what benefit they can expect under the rules in effect when they file. That reduces confusion on both sides when the rules change mid-year, as they are here.
About Sparrow
Sparrow helps employers manage leave of absences without the administrative headache. We track the details—like which leave rules apply and when—so HR teams stay compliant with less manual work, and we guide employees through the claims process so they get the support they need, when they need it.