The DC PFL program will reduce its contribution rate from 0.62% to 0.26% on July 1, 2022. DC is a fully employer-funded benefit.
There were some further changes to the DC PFL program that were scheduled for July 1, 2022, but these changes have been postponed, until October 1, 2022. The following changes will now take place, effective October 1, 2022:
–Parental Leave benefits are currently 8 weeks in duration, but are increasing from October 1, 2022 to 12 weeks.
–Family Care Leave benefits are currently 6 weeks, and are increasing to 12 weeks.
–Medical Leave benefits are currently 6 weeks, and are increasing to 12 weeks.
–Prenatal Leave benefits benefits will remain at the current duration of 2 weeks.
Combined leave benefits – at the present day, employees may take a maximum of 8 weeks of benefits in a 52-week period between all leave types. Pregnant employees are eligible for 2 weeks of prenatal leave benefits and 8 weeks of parental leave benefits after giving birth, for a maximum of 10 weeks of benefits. Effective October 1, 2022, employees may take a maximum of 12 weeks of benefits in a 52-week period between all leave types. Pregnant employees will be eligible for 2 weeks of prenatal leave benefits and 12 weeks of parental leave benefits after giving birth, for a maximum of 14 weeks.
The 1 week waiting period for DC PFL benefits was temporarily waived (for claims effective October 1, 2021). However, the waiting period is now permanently removed effective July 25, 2022.
Further, going forward, insurers may not reduce or offset the benefits that are available to eligible employees under a temporary or short-term disability policy based on benefits provided under the act. This was a temporary requirement which was expected to be in place until March 11, 2022, but has now become a permanent fixture in the law. Employers with a self-insured short term disability program are exempt and may continue to offset STD benefits by DC PFL.