District of Columbia Employment Contract Template

A D.C. employment contract is a written agreement between an employer and an employee. It defines the employee’s role, wages, benefits, workplace policies, and how the relationship can end. Unless otherwise specified, employment in D.C. is considered at-will.

• At-will employment: Employment in D.C. is generally at-will, but exceptions apply for discrimination, retaliation, or implied agreements.
• Minimum wage: As of July 1, 2025, the D.C. minimum wage is $17.95/hour for most workers. Tipped workers must earn at least $10/hour, with tips making up the rest.
• Overtime: Non-exempt employees must receive 1.5× their regular rate for hours worked beyond 40 per week.
• Meal/rest breaks: D.C. does not mandate meal or rest breaks for most adult employees, but federal law requires short breaks under 20 minutes to be paid. For minors under 18, employers must comply with school-hour and break restrictions.
• Paid sick leave: Under the Accrued Sick and Safe Leave Act (ASSLA), all employers must provide paid sick leave.
  • Employers with 1–24 workers: 1 hour per 87 worked, up to 3 days/year.
  • Employers with 25–99 workers: 1 hour per 43 worked, up to 5 days/year.
  • Employers with 100+ workers: 1 hour per 37 worked, up to 7 days/year.
• Family leave: Under the Universal Paid Leave Act, eligible employees may take up to 12 weeks of paid family leave, 12 weeks of paid medical leave, and 2 weeks of prenatal leave in a year. Benefits are funded by employer payroll taxes.
• Pay frequency: Wages must be paid at least twice per month. Paydays cannot be more than 10 working days after the pay period ends (DC Code § 32–1302).
• Final pay: Employees who are discharged must be paid their final wages on the next business day. Employees who resign must be paid by the next regular payday or within 7 days, whichever comes first (DC Code § 32–1303).
• Child labor: Minimum employment age is 14, with restrictions on hours and hazardous occupations for minors. Work permits are required for employees under 18.
• Non-compete restrictions: The D.C. Non-Compete Clarification Amendment Act (effective October 1, 2022) prohibits most non-competes for employees earning under $150,000 annually, or $250,000 in the medical industry. Higher-earning employees may still be subject to reasonable non-compete agreements.
• E-signatures: Electronic signatures and records are valid under D.C.’s Uniform Electronic Transactions Act.
• Recordkeeping: Employers must keep payroll and employment records (wages, hours, leave) for at least 3 years (DC Code § 32–1331.12).

Writing a D.C. employment contract ensures pay, duties, and benefits are clearly defined and legally compliant.

1. Start with basics: Include employer and employee names, job title, start date, and work location. Confirm that the agreement is at-will unless you specify otherwise.
2. Define job duties: Outline responsibilities, reporting structure, and whether the employee is exempt or non-exempt for overtime.
3. Set pay and schedule: State the hourly rate or salary, pay frequency (at least twice per month), and overtime eligibility. Ensure pay meets the D.C. minimum wage of $17.95/hour (or $10/hour plus tips for tipped workers).
4. Include leave policies: Detail sick leave accrual under ASSLA based on business size, plus family leave rights under the Universal Paid Leave Act.
5. Address breaks: While not required for adults, clarify if you offer paid or unpaid breaks. For minors, follow youth break and school-hour limits.
6. Add confidentiality and restrictions: Use NDAs and invention assignment clauses. If adding a non-compete, confirm the employee earns $150,000+ annually and that the restriction is narrowly tailored.
7. Termination and final pay: Reinforce at-will status unless you agree otherwise. State that discharged employees must be paid the next business day and resignations must be paid by the next payday or within 7 days.
8. Finalize with governing law and signatures: Specify that D.C. law applies. Confirm that electronic signatures are valid under UETA.