What District of Columbia law adds on top of federal law for nurses and EMS, and who to call.
Every rule here was read on the statute, regulation or agency page it cites. Checked November 10, 2026.
General information, not legal advice. Laws change and your facts decide how they apply. Before you act, confirm with the agency listed here or with an employment lawyer or your union representative.
Who to call in District of Columbia
DC Department of Employment Services, Office of Wage-HourUnpaid wages and state labor complaints. Start a complaint · (202) 671-1880
U.S. Department of Labor, Wage and Hour DivisionUnpaid wages and overtime, PUMP Act, FMLA. Contact · 1-866-487-9243
OSHAPrivate-employer safety complaints, and retaliation for raising safety (30 days under the OSH Act). Public employees: see Unions and public employers. Contact
Placed by a staffing firm? The firm and the facility are both liable, but you (or DOES) must notify both at least 30 days before filing a claim. (D.C. Code § 32-1303(6))
"(1) Whenever an employer discharges an employee, the employer shall pay the employee's wages earned not later than the working day following such discharge; provided, however, that in the instance of an employee who is responsible for monies belonging to the employer, the employer shall be allowed a period of 4 days"
Quit: you are paid on the next regular payday or within 7 days, whichever is earlier, unless you're on a written contract longer than 30 days.
Who it covers: Employees of private employers in the District of Columbia who do not have a written employment contract longer than 30 days.
Limits and exceptions to know (the law may have others; read the source):
On a written contract longer than 30 days (a 13-week travel contract, for example), this 7-day quit deadline does not apply to you. Check your contract for its final-pay terms. (D.C. Code § 32-1303(2))
Placed by a staffing firm? The firm and the facility are both liable, but you (or DOES) must notify both at least 30 days before filing a claim. (D.C. Code § 32-1303(6))
"(2) Whenever an employee (not having a written contract of employment for a period in excess of 30 days) quits or resigns, the employer shall pay the employee's wages due upon the next regular payday or within 7 days from the date of quitting or resigning, whichever is earlier."
For District of Columbia we have not yet confirmed state rules on mandatory overtime, staffing ratios, plans and committees, meal and rest breaks. That does not mean District of Columbia has no rule on them: we leave a topic off until we have read it at the source, and only federal rules are shown for it here.