The Catholic University of America

Summary of District of Columbia Laws


Protecting Pregnant Workers Fairness Act of 2014

D.C. Act 20-458 (October 23, 2014)


The Law: This law is effective March 3, 2015,

The law requires employers to provide accommodations (reasonable) for those women whose ability to perform their jobs is in some way limited by pregnancy, childbirth, or related conditions, including breastfeeding.

The law contains new notice requirements, as well as enforcement and penalty provisions. An established violation may result in back pay, attorneys' fees and costs, as well as revocation of the employer's business registration permits and licenses. Am employee can file suit directly or file a claim with the DC Department of Employee Services.

This law supplements existing laws protecting against discrimation with regard to pregnant and nursing women in the workplace.  Specifically, the Child's Right to Nurse Human Rights Amendment of 2007 creates certain protections that are reiterated in this law. Also relevant and extant is the PPACA amendment to the Fair Labor Standards Act. The PPACA amendment requires employers to grant reasonable breaks for an employee to express breast milk for up to one year after giving birth, and to provide a private location (other than a bathroom) for the employee to do so. This amendment is summarized in a Jan. 20, 2011 NACUANOTE.

If an employer is already in compliance with the existing DC and federal laws mentioned above, as well as with non-disrimination laws in general, such as the Pregnancy Discrimination Act of 1978, then the main new issues is compliance with posting/notice requirements, as follows: 


  • Beginning on March 3, 2015, employers must provide a written notice of PPWFA rights to new employees at the start of their employment.
  • *By July 1, 2015, employers must provide the notice to all existing employees.
  • *An employee must be given the notice within 10 days after informing the employer of her pregnancy or other covered condition.
  • *Employers must post and maintain a notice of rights in English and Spanish.





posted new page 4-1-15