The DC Accrued Sick and Safe Leave Act mandates universal coverage for all DC employers, even those with a single employee.
The District of Columbia's Accrued Sick and Safe Leave Act (ASSLA) ensures that nearly all employees in the District can earn paid time off for personal or family illness, domestic violence, sexual assault, or stalking. The amount of leave accrued and the maximum annual usage varies significantly based on employer size, reflecting a nuanced approach to worker protection.
DC Accrued Sick and Safe Leave Act
Ensures paid leave for illness, domestic violence, sexual assault, or stalking, with accrual and usage tiered by employer size.
What those rules do as a District of Columbia shift is created.
Teambridge's engine automatically applies the correct sick and safe leave accrual rates and caps based on your employer size in DC, ensuring compliant calculations for every employee from their first day of work.
Accrual Rate Determination
Teambridge automatically identifies your employer size (100+, 25-99, under 25, or tipped restaurant) and applies the corresponding accrual rate (e.g., 1 hour per 37 hours worked for 100+ employees) to all eligible employee shifts.
Maximum Leave Tracking
The system tracks each employee's accrued and used sick and safe leave against the annual maximums (e.g., 7 days for 100+ employees, 5 days for 25-99 or tipped restaurants, 3 days for under 25 employees), preventing over-accrual or unauthorized usage.
Waiting Period Enforcement
Teambridge enforces the 90-day waiting period for new employees before they can begin to use accrued sick and safe leave, while still allowing accrual during this period as per DC law.
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DC Accrued Sick and Safe Leave Act: Universal Coverage with Tiered Accrual
The DC Accrued Sick and Safe Leave Act (ASSLA) mandates paid leave for all employees in the District of Columbia, with specific accrual rates and maximum usage limits tied directly to employer size. This ensures equitable access to leave while acknowledging varying capacities of businesses.
DC Code § 32-131. Accrued Sick and Safe Leave Act of 2008
An employer shall provide paid leave to an employee to be used for the employee's or a family member's illness or injury, medical diagnosis, care, or treatment, or for preventative medical care; or for purposes related to domestic violence, sexual assault, or stalking affecting the employee or a family member.
Employer Size Tiers and Accrual Rates
The core of the DC Accrued Sick and Safe Leave Act is its tiered structure, which adjusts both the rate at which employees accrue leave and the maximum amount they can use annually based on the number of employees. This structure ensures that even the smallest businesses contribute to worker protection while larger employers provide more extensive benefits.
- Employers with 100 or more employees: Employees accrue 1 hour of paid leave for every 37 hours worked, up to a maximum of 7 days (56 hours) per calendar year.
- Employers with 25-99 employees: Employees accrue 1 hour of paid leave for every 43 hours worked, up to a maximum of 5 days (40 hours) per calendar year.
- Employers with fewer than 25 employees: Employees accrue 1 hour of paid leave for every 87 hours worked, up to a maximum of 3 days (24 hours) per calendar year.
- Restaurant employers with tipped employees: Regardless of the total number of employees, tipped employees in restaurants accrue 1 hour of paid leave for every 43 hours worked, up to a maximum of 5 days (40 hours) per calendar year.
Waiting Period and Permitted Uses
While employees begin to accrue sick and safe leave immediately upon employment, there is a waiting period before they can utilize this accrued time. New employees must complete 90 days of employment before they are eligible to use any accrued leave. This waiting period helps employers manage new hire onboarding while still providing eventual access to critical leave benefits.
Permitted uses for accrued sick and safe leave are broad and designed to support employee well-being and safety. These include:
- The employee's or a family member's physical or mental illness, injury, or medical condition.
- Obtaining a medical diagnosis, care, or treatment for the employee or a family member.
- Obtaining preventative medical care for the employee or a family member.
- Absence necessary due to domestic violence, sexual assault, or stalking committed against the employee or a family member. This includes seeking medical attention, obtaining services from a victim services organization, obtaining psychological or other counseling, relocating, or taking legal action.
Teambridge handles DC Accrued Sick and Safe Leave with precision.
Teambridge's compliance engine is purpose-built to manage the nuanced requirements of DC's ASSLA, ensuring your business remains compliant without manual oversight or risk of error.
Employer Size Configuration
During initial setup, you provide your total employee count. Teambridge then automatically classifies your business into the correct ASSLA tier, applying the corresponding accrual rules to all relevant employees.
Automated Accrual & Tracking
As employees work shifts, Teambridge continuously calculates their accrued sick and safe leave based on the correct tier-specific rate. It tracks both accruals and usage, ensuring no employee exceeds their annual maximum.
90-Day Waiting Period Enforcement
For new employees, the system automatically marks accrued leave as "unavailable" for use during their first 90 days of employment, making it available only after the waiting period is successfully completed.
Comprehensive Leave Reporting
Access detailed reports on accrued, used, and available sick and safe leave for each employee, ensuring transparency and providing necessary documentation for compliance audits.
People also ask.
What is the DC Accrued Sick and Safe Leave Act (ASSLA)?
How much sick and safe leave do employees accrue in DC?
- 100+ employees: 1 hour per 37 hours worked, up to 7 days (56 hours) annually.
- 25-99 employees: 1 hour per 43 hours worked, up to 5 days (40 hours) annually.
- Under 25 employees: 1 hour per 87 hours worked, up to 3 days (24 hours) annually.
- Restaurant tipped employees: 1 hour per 43 hours worked, up to 5 days (40 hours) annually, regardless of employer size.