District of Columbia

In Washington, DC, various laws and programs are designed to support pregnant workers and new parents as they balance work and family responsibilities. Below is an overview of these protections and resources, presented in the same format as your Montana example:

Pregnancy and Work
Protection Against Pregnancy Discrimination
Under the DC Human Rights Act (DCHRA), it is unlawful for an employer to discriminate against an employee or job applicant because of pregnancy, childbirth, breastfeeding, or related medical conditions. Employers may not fire, demote, refuse to hire, or otherwise treat a worker unfairly due to pregnancy or parenthood.
The law also protects workers from retaliation for asserting their rights or requesting accommodations.

Workplace Accommodations
Washington, DC has one of the strongest pregnancy accommodation laws in the U.S. The Protecting Pregnant Workers Fairness Act of 2014, alongside the federal Pregnant Workers Fairness Act (PWFA), requires employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related conditions, unless doing so would cause undue hardship. Learn more

Examples of reasonable accommodations include

More frequent or longer breaks, seating or ergonomic adjustments, temporary job restructuring or light duty, flexible scheduling or telework, and time off for prenatal appointments.
Employers may not require a worker to take leave if a reasonable accommodation can be provided.

Workplace Safety for Pregnant Workers
Employers in Washington, DC must maintain a safe working environment for pregnant employees. If a job duty poses a risk to the pregnant worker or fetus, the employee may request a reasonable accommodation. Employers must engage in an interactive process to identify safe alternatives unless doing so creates undue hardship.

Taking Time Off Work
Family and Medical Leave Act (FMLA)
Under federal law, eligible employees in Washington, DC may take up to 12 weeks of unpaid, job-protected leave per year for childbirth, recovery, and bonding with a new child. Eligibility requirements include:
Employment with a covered employer (generally 50 or more employees)
At least 12 months of employment
At least 1,250 hours worked in the prior 12 months.

DC Family and Medical Leave Act (DC FMLA)
In addition to federal protections, Washington, DC provides expanded leave under DC FMLA, which applies to employers with 20 or more employees. Eligible employees may take:
16 weeks of family leave (to care for a new child or family member), 16 weeks of medical leave (for pregnancy, childbirth, or recovery). DC FMLA has more generous eligibility standards than the federal FMLA.

Paid Family Leave (DC PFL)
Washington, DC offers Paid Family Leave, providing wage replacement benefits while workers take time off for qualifying reasons.
Eligible employees may receive up to 12 weeks for parental bonding, up to 12 weeks for pregnancy-related medical leave, and up to 12 weeks to care for a family member.
Benefits are paid through a District-administered program, regardless of employer size. Learn more

Returning to Work with a Baby

Break Time for Nursing Mothers
The federal PUMP for Nursing Mothers Act requires employers to provide reasonable break time and a private, non-bathroom space for expressing breast milk for up to one year after childbirth.
Washington, DC law goes further by requiring employers to allow breastfeeding or milk expression at work, provide appropriate space and flexible scheduling, and prohibit retaliation against breastfeeding employees. Learn more

Parental Rights for Sick or Family Leave
Under DC FMLA and federal FMLA, eligible employees may take protected leave to care for a child or family member with a serious health condition.

Workplace Protections for New Parents
Equal Pay: DC law requires equal pay for equal work, regardless of gender, pregnancy status, or parental status. Learn More
Employment Termination: Employers are prohibited from firing or retaliating against employees for taking protected leave or requesting pregnancy- or parenting-related accommodations.
Job Protection: DC FMLA and federal FMLA guarantee reinstatement to the same or an equivalent position after protected leave. Learn more

Support for Parents in Washington, DC

Childcare Assistance
The DC Child Care Subsidy Program provides financial assistance to eligible families to help cover childcare costs. The program supports parents who are working, in school, or participating in job training. Learn more

Temporary Assistance for Needy Families (TANF)
DC TANF provides monthly cash assistance to eligible low-income families with children to help meet basic needs such as housing, food, utilities, and clothing. Learn more

Flexible Work Policies
While not mandated by law, many Washington, DC employers offer additional benefits such as flexible schedules, remote work options, and paid parental leave beyond statutory requirements. Employees are encouraged to review their employer’s policies or consult their human resources department.

These laws and programs collectively aim to ensure that pregnant workers and new parents in Washington, DC are protected, supported, and empowered as they navigate pregnancy, childbirth, and early parenthood.