FOR IMMEDIATE RELEASE  

March 27, 2025   

Media Contact: Chandler Rollins, rollins@iwpr.org  

Washington, DC — A new report from the Institute for Women’s Policy Research (IWPR) highlights the impact of DC’s Paid Family on working families in Washington, DC. In-depth interviews with DC employees across the city working in hospitality and nonprofit jobs provide compelling evidence that paid leave not only works but that DC can be used as a model for a national paid leave policy.  

The US is one of just six countries that doesn’t guarantee paid parental leave. Nationally, only 27 percent of civilian workers have access to paid family leave, and over one-third lack paid sick leave. Access is starkly unequal: 65 percent of high earners receive employer-provided short-term disability insurance, compared to just 10 percent of the lowest-paid workers. Under the Family and Medical Leave Act (FMLA), just 12 weeks of job-protected unpaid leave is available to workers, yet fewer than two-thirds qualify. 

In contrast, 13 states and Washington, DC, have enacted paid leave laws, while 9 others offer only voluntary programs with no legal guarantee. DC’s Paid Family Leave program offers up to 12 weeks of paid leave for parental, family, and medical needs, plus two weeks of prenatal leave. Since its launch in 2020, the program has supported over 12,000 claims, including 8,430 for parental leave.  

“Paid leave isn’t just a benefit—it’s a lifeline,” says Afet Dundar, PhD, senior research director at IWPR and co-author of the research. “DC’s paid leave program shows that when workers are supported, everyone benefits—from families to employers—and the economy is stronger for it.”  

Key findings from the study include:  

  • DC Paid Leave Eases Financial Stress and Family Planning Decisions 
    • The wage replacement helped cover essentials like rent, groceries, and child care for multiple children. For many, the program made 12 weeks of leave financially feasible—especially critical for families with modest incomes. One participant shared that without this benefit, they might have delayed having a child due to the financial strain. 
  • DC Paid Leave Improves Employee Well-Being and Job Retention  
    • Access to paid leave allowed participants to recover physically and emotionally from childbirth, illness, and loss. All participants remained in their jobs, despite most reporting that their employers did not offer paid leave.  
  • DC Paid Leave Supports Caregiving and Gender Equity  
    • Both men and women used DC Paid Family Leave to care for newborns or family members. The availability of leave allowed partners to share caregiving duties and gave new parents the opportunity to bond with their children and be fully present.  
  • DC Workers Often Learn About Paid Leave Informally 
    • Nearly all participants learned about DC Paid Family Leave through friends or coworkers—not their employers—highlighting the need for better enforcement of employer notice requirements.