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B 26-0326

District Employee Paid Parental, Family, and Medical Leave Amendment Act of 2025

26th Council Period (2025-2026) Introduced by Phil Mendelson

The bill reduces paid family leave for District employees from 8 to 2 weeks, expands eligibility, and requires a 12-week service commitment post-leave.

Public Hearing on B26-0326
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Bill Summary · B 26-0326

Summary of Bill B26-0326: District Employee Paid Parental, Family, and Medical Leave Amendment Act of 2025

Purpose and Intent

The District Employee Paid Parental, Family, and Medical Leave Amendment Act of 2025 aims to amend the existing provisions of the District of Columbia Government Comprehensive Merit Personnel Act of 1978. The primary intent of the bill is to update and modify the eligibility criteria and terms surrounding paid parental, family, and medical leave for District government employees.

Key Provisions

The bill proposes several significant changes, including:

  1. Modification of "Eligible Employee" Definition:

    • Expands the definition to include District government employees who have worked for at least 180 days without a break in service.
    • Excludes temporary employees appointed for less than 90 days and employees with intermittent employment.

  2. Reduction of Paid Leave Duration:

    • Reduces the number of paid leave workweeks for qualifying family leave events from 8 weeks to 2 weeks.

  3. Continuation of Service Agreement:

    • Requires non-probationary employees to enter into a continuation of service agreement, mandating them to remain in District employment for 12 weeks following the use of paid leave.
    • If a probationary employee voluntarily separates from the District within this period, they will be indebted to the District for the salary received during the leave.

  4. Notification Requirements:

    • Eligible employees must provide written notice to their personnel authority when practicable, detailing the expected dates of leave and the reason for the leave.
    • For foreseeable leave, notice should be given at least 10 days in advance, while unforeseeable leave requires notification before the start of the work shift.

  5. Agency Negotiation:

    • If the agency determines that the leave may interfere with operations, they are required to engage in good-faith negotiations with the employee regarding alternate dates or hours for the leave.

Affected Parties

The bill primarily affects:
- District government employees, including those in independent agencies, who seek to utilize paid parental, family, or medical leave.
- Human resources and administrative departments within the District government, which will need to implement the new provisions and ensure compliance.

Procedural Aspects

  • Introduced: July 11, 2025
  • Public Hearing Scheduled: December 4, 2025, at 11:00 AM (Hybrid format)
  • Registration for Testimony: Witnesses wishing to testify must register by December 2, 2025.
  • Record Closure: The record for written statements will close on December 18, 2025.

Conclusion

The District Employee Paid Parental, Family, and Medical Leave Amendment Act of 2025 seeks to streamline and clarify the provisions surrounding paid leave for District employees, while also ensuring that employees remain committed to their roles following their leave. The bill is currently under consideration, with a public hearing set to gather input from stakeholders and the community.

Compiled from official sources — confirm details with the bill’s official record.

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